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'\e700'; } .gelicon--google::before { content: '\e701'; } .gelicon--spotify::before { content: '\e304'; } .gelicon--pinterest::before { content: '\e305'; } .gelicon--tumblr::before { content: '\e306'; } .gelicon--stumbleupon::before { content: '\e307'; } .gelicon--linkedin::before { content: '\e308'; } .gelicon--reddit::before { content: '\e309'; } .gelicon--digg::before { content: '\e30a'; } .gelicon--instagram::before { content: '\e30b'; } .gelicon--whatsapp::before { content: '\e600'; } .mapboxgl-map { font: 12px/20px Helvetica Neue,Arial,Helvetica,sans-serif; overflow: hidden; position: relative; -webkit-tap-highlight-color: rgba(0, 0, 0, 0); } .mapboxgl-canvas { position: absolute; left: 0; top: 0; } .mapboxgl-map:-webkit-full-screen { width: 100%; height: 100%; } .mapboxgl-canary { background-color: salmon; } .mapboxgl-canvas-container.mapboxgl-interactive, .mapboxgl-ctrl-group button.mapboxgl-ctrl-compass { cursor: -webkit-grab; cursor: grab; -moz-user-select: none; -webkit-user-select: none; -ms-user-select: none; user-select: none; } .mapboxgl-canvas-container.mapboxgl-interactive.mapboxgl-track-pointer { cursor: pointer; } .mapboxgl-canvas-container.mapboxgl-interactive:active, .mapboxgl-ctrl-group button.mapboxgl-ctrl-compass:active { cursor: -webkit-grabbing; cursor: grabbing; } .mapboxgl-canvas-container.mapboxgl-touch-zoom-rotate, .mapboxgl-canvas-container.mapboxgl-touch-zoom-rotate .mapboxgl-canvas { -ms-touch-action: pan-x pan-y; touch-action: pan-x pan-y; } .mapboxgl-canvas-container.mapboxgl-touch-drag-pan, .mapboxgl-canvas-container.mapboxgl-touch-drag-pan .mapboxgl-canvas { -ms-touch-action: pinch-zoom; touch-action: pinch-zoom; } .mapboxgl-canvas-container.mapboxgl-touch-zoom-rotate.mapboxgl-touch-drag-pan, .mapboxgl-canvas-container.mapboxgl-touch-zoom-rotate.mapboxgl-touch-drag-pan .mapboxgl-canvas { -ms-touch-action: none; touch-action: none; } .mapboxgl-ctrl-bottom-left, .mapboxgl-ctrl-bottom-right, .mapboxgl-ctrl-top-left, .mapboxgl-ctrl-top-right { position: absolute; pointer-events: none; z-index: 2; } .mapboxgl-ctrl-top-left { top: 0; left: 0; } .mapboxgl-ctrl-top-right { top: 0; right: 0; } .mapboxgl-ctrl-bottom-left { bottom: 0; left: 0; } .mapboxgl-ctrl-bottom-right { right: 0; bottom: 0; } .mapboxgl-ctrl { clear: both; pointer-events: auto; -webkit-transform: translate(0); transform: translate(0); } .mapboxgl-ctrl-top-left .mapboxgl-ctrl { margin: 10px 0 0 10px; float: left; } .mapboxgl-ctrl-top-right .mapboxgl-ctrl { margin: 10px 10px 0 0; float: right; } .mapboxgl-ctrl-bottom-left .mapboxgl-ctrl { margin: 0 0 10px 10px; float: left; } .mapboxgl-ctrl-bottom-right .mapboxgl-ctrl { margin: 0 10px 10px 0; float: right; } .mapboxgl-ctrl-group { border-radius: 4px; background: #fff; } .mapboxgl-ctrl-group:not(:empty) { -webkit-box-shadow: 0 0 2px rgba(0, 0, 0, 0.1); box-shadow: 0 0 0 2px rgba(0, 0, 0, 0.1); } @media (-ms-high-contrast: active) { .mapboxgl-ctrl-group:not(:empty) { -webkit-box-shadow: 0 0 0 2px ButtonText; box-shadow: 0 0 0 2px ButtonText; } } .mapboxgl-ctrl-group button { width: 29px; height: 29px; display: block; padding: 0; outline: none; border: 0; -webkit-box-sizing: border-box; box-sizing: border-box; background-color: transparent; cursor: pointer; } .mapboxgl-ctrl-group button + button { border-top: 1px solid #ddd; } .mapboxgl-ctrl button .mapboxgl-ctrl-icon { display: block; width: 100%; height: 100%; background-repeat: no-repeat; background-position: 50%; } @media (-ms-high-contrast: active) { .mapboxgl-ctrl-icon { background-color: transparent; } .mapboxgl-ctrl-group button + button { border-top: 1px solid ButtonText; } } .mapboxgl-ctrl button::-moz-focus-inner { border: 0; padding: 0; } .mapboxgl-ctrl-group button:focus { -webkit-box-shadow: 0 0 2px 2px #0096ff; box-shadow: 0 0 2px 2px #0096ff; } .mapboxgl-ctrl button:disabled { cursor: not-allowed; } .mapboxgl-ctrl button:disabled .mapboxgl-ctrl-icon { opacity: .25; } .mapboxgl-ctrl button:not(:disabled):hover { background-color: rgba(0, 0, 0, 0.05); } .mapboxgl-ctrl-group button:focus:focus-visible { -webkit-box-shadow: 0 0 2px 2px #0096ff; box-shadow: 0 0 2px 2px #0096ff; } .mapboxgl-ctrl-group button:focus:not(:focus-visible) { -webkit-box-shadow: none; box-shadow: none; } .mapboxgl-ctrl-group button:focus:first-child { border-radius: 4px 4px 0 0; } .mapboxgl-ctrl-group button:focus:last-child { border-radius: 0 0 4px 4px; } .mapboxgl-ctrl-group button:focus:only-child { border-radius: inherit; } .mapboxgl-ctrl button.mapboxgl-ctrl-zoom-out .mapboxgl-ctrl-icon { background-image: url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 29 29' xmlns='http://www.w3.org/2000/svg' fill='%23333'%3E%3Cpath d='M10 13c-.75 0-1.5.75-1.5 1.5S9.25 16 10 16h9c.75 0 1.5-.75 1.5-1.5S19.75 13 19 13h-9z'/%3E%3C/svg%3E"); } .mapboxgl-ctrl button.mapboxgl-ctrl-zoom-in .mapboxgl-ctrl-icon { background-image: url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 29 29' xmlns='http://www.w3.org/2000/svg' fill='%23333'%3E%3Cpath d='M14.5 8.5c-.75 0-1.5.75-1.5 1.5v3h-3c-.75 0-1.5.75-1.5 1.5S9.25 16 10 16h3v3c0 .75.75 1.5 1.5 1.5S16 19.75 16 19v-3h3c.75 0 1.5-.75 1.5-1.5S19.75 13 19 13h-3v-3c0-.75-.75-1.5-1.5-1.5z'/%3E%3C/svg%3E"); } @media (-ms-high-contrast: active) { .mapboxgl-ctrl button.mapboxgl-ctrl-zoom-out .mapboxgl-ctrl-icon { background-image: url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 29 29' xmlns='http://www.w3.org/2000/svg' fill='%23fff'%3E%3Cpath d='M10 13c-.75 0-1.5.75-1.5 1.5S9.25 16 10 16h9c.75 0 1.5-.75 1.5-1.5S19.75 13 19 13h-9z'/%3E%3C/svg%3E"); } .mapboxgl-ctrl button.mapboxgl-ctrl-zoom-in .mapboxgl-ctrl-icon { background-image: url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 29 29' xmlns='http://www.w3.org/2000/svg' fill='%23fff'%3E%3Cpath d='M14.5 8.5c-.75 0-1.5.75-1.5 1.5v3h-3c-.75 0-1.5.75-1.5 1.5S9.25 16 10 16h3v3c0 .75.75 1.5 1.5 1.5S16 19.75 16 19v-3h3c.75 0 1.5-.75 1.5-1.5S19.75 13 19 13h-3v-3c0-.75-.75-1.5-1.5-1.5z'/%3E%3C/svg%3E"); } } @media (-ms-high-contrast: black-on-white) { .mapboxgl-ctrl button.mapboxgl-ctrl-zoom-out .mapboxgl-ctrl-icon { background-image: url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 29 29' xmlns='http://www.w3.org/2000/svg'%3E%3Cpath d='M10 13c-.75 0-1.5.75-1.5 1.5S9.25 16 10 16h9c.75 0 1.5-.75 1.5-1.5S19.75 13 19 13h-9z'/%3E%3C/svg%3E"); } .mapboxgl-ctrl button.mapboxgl-ctrl-zoom-in .mapboxgl-ctrl-icon { background-image: url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 29 29' xmlns='http://www.w3.org/2000/svg'%3E%3Cpath d='M14.5 8.5c-.75 0-1.5.75-1.5 1.5v3h-3c-.75 0-1.5.75-1.5 1.5S9.25 16 10 16h3v3c0 .75.75 1.5 1.5 1.5S16 19.75 16 19v-3h3c.75 0 1.5-.75 1.5-1.5S19.75 13 19 13h-3v-3c0-.75-.75-1.5-1.5-1.5z'/%3E%3C/svg%3E"); } } .mapboxgl-ctrl button.mapboxgl-ctrl-fullscreen .mapboxgl-ctrl-icon { background-image: url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 29 29' xmlns='http://www.w3.org/2000/svg' fill='%23333'%3E%3Cpath d='M24 16v5.5c0 1.75-.75 2.5-2.5 2.5H16v-1l3-1.5-4-5.5 1-1 5.5 4 1.5-3h1zM6 16l1.5 3 5.5-4 1 1-4 5.5 3 1.5v1H7.5C5.75 24 5 23.25 5 21.5V16h1zm7-11v1l-3 1.5 4 5.5-1 1-5.5-4L6 13H5V7.5C5 5.75 5.75 5 7.5 5H13zm11 2.5c0-1.75-.75-2.5-2.5-2.5H16v1l3 1.5-4 5.5 1 1 5.5-4 1.5 3h1V7.5z'/%3E%3C/svg%3E"); } .mapboxgl-ctrl button.mapboxgl-ctrl-shrink .mapboxgl-ctrl-icon { background-image: url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 29 29' xmlns='http://www.w3.org/2000/svg'%3E%3Cpath d='M18.5 16c-1.75 0-2.5.75-2.5 2.5V24h1l1.5-3 5.5 4 1-1-4-5.5 3-1.5v-1h-5.5zM13 18.5c0-1.75-.75-2.5-2.5-2.5H5v1l3 1.5L4 24l1 1 5.5-4 1.5 3h1v-5.5zm3-8c0 1.75.75 2.5 2.5 2.5H24v-1l-3-1.5L25 5l-1-1-5.5 4L17 5h-1v5.5zM10.5 13c1.75 0 2.5-.75 2.5-2.5V5h-1l-1.5 3L5 4 4 5l4 5.5L5 12v1h5.5z'/%3E%3C/svg%3E"); } @media (-ms-high-contrast: active) { .mapboxgl-ctrl button.mapboxgl-ctrl-fullscreen .mapboxgl-ctrl-icon { background-image: url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 29 29' xmlns='http://www.w3.org/2000/svg' fill='%23fff'%3E%3Cpath d='M24 16v5.5c0 1.75-.75 2.5-2.5 2.5H16v-1l3-1.5-4-5.5 1-1 5.5 4 1.5-3h1zM6 16l1.5 3 5.5-4 1 1-4 5.5 3 1.5v1H7.5C5.75 24 5 23.25 5 21.5V16h1zm7-11v1l-3 1.5 4 5.5-1 1-5.5-4L6 13H5V7.5C5 5.75 5.75 5 7.5 5H13zm11 2.5c0-1.75-.75-2.5-2.5-2.5H16v1l3 1.5-4 5.5 1 1 5.5-4 1.5 3h1V7.5z'/%3E%3C/svg%3E"); } .mapboxgl-ctrl button.mapboxgl-ctrl-shrink .mapboxgl-ctrl-icon { background-image: url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 29 29' xmlns='http://www.w3.org/2000/svg' fill='%23fff'%3E%3Cpath d='M18.5 16c-1.75 0-2.5.75-2.5 2.5V24h1l1.5-3 5.5 4 1-1-4-5.5 3-1.5v-1h-5.5zM13 18.5c0-1.75-.75-2.5-2.5-2.5H5v1l3 1.5L4 24l1 1 5.5-4 1.5 3h1v-5.5zm3-8c0 1.75.75 2.5 2.5 2.5H24v-1l-3-1.5L25 5l-1-1-5.5 4L17 5h-1v5.5zM10.5 13c1.75 0 2.5-.75 2.5-2.5V5h-1l-1.5 3L5 4 4 5l4 5.5L5 12v1h5.5z'/%3E%3C/svg%3E"); } } @media (-ms-high-contrast: black-on-white) { .mapboxgl-ctrl button.mapboxgl-ctrl-fullscreen .mapboxgl-ctrl-icon { background-image: url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 29 29' xmlns='http://www.w3.org/2000/svg'%3E%3Cpath d='M24 16v5.5c0 1.75-.75 2.5-2.5 2.5H16v-1l3-1.5-4-5.5 1-1 5.5 4 1.5-3h1zM6 16l1.5 3 5.5-4 1 1-4 5.5 3 1.5v1H7.5C5.75 24 5 23.25 5 21.5V16h1zm7-11v1l-3 1.5 4 5.5-1 1-5.5-4L6 13H5V7.5C5 5.75 5.75 5 7.5 5H13zm11 2.5c0-1.75-.75-2.5-2.5-2.5H16v1l3 1.5-4 5.5 1 1 5.5-4 1.5 3h1V7.5z'/%3E%3C/svg%3E"); } .mapboxgl-ctrl button.mapboxgl-ctrl-shrink .mapboxgl-ctrl-icon { background-image: url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 29 29' xmlns='http://www.w3.org/2000/svg'%3E%3Cpath d='M18.5 16c-1.75 0-2.5.75-2.5 2.5V24h1l1.5-3 5.5 4 1-1-4-5.5 3-1.5v-1h-5.5zM13 18.5c0-1.75-.75-2.5-2.5-2.5H5v1l3 1.5L4 24l1 1 5.5-4 1.5 3h1v-5.5zm3-8c0 1.75.75 2.5 2.5 2.5H24v-1l-3-1.5L25 5l-1-1-5.5 4L17 5h-1v5.5zM10.5 13c1.75 0 2.5-.75 2.5-2.5V5h-1l-1.5 3L5 4 4 5l4 5.5L5 12v1h5.5z'/%3E%3C/svg%3E"); } } .mapboxgl-ctrl button.mapboxgl-ctrl-compass .mapboxgl-ctrl-icon { background-image: url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 29 29' xmlns='http://www.w3.org/2000/svg' fill='%23333'%3E%3Cpath d='M10.5 14l4-8 4 8h-8z'/%3E%3Cpath d='M10.5 16l4 8 4-8h-8z' fill='%23ccc'/%3E%3C/svg%3E"); } @media (-ms-high-contrast: active) { .mapboxgl-ctrl button.mapboxgl-ctrl-compass .mapboxgl-ctrl-icon { background-image: url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 29 29' xmlns='http://www.w3.org/2000/svg' fill='%23fff'%3E%3Cpath d='M10.5 14l4-8 4 8h-8z'/%3E%3Cpath d='M10.5 16l4 8 4-8h-8z' fill='%23999'/%3E%3C/svg%3E"); } } @media (-ms-high-contrast: black-on-white) { .mapboxgl-ctrl button.mapboxgl-ctrl-compass .mapboxgl-ctrl-icon { background-image: url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 29 29' xmlns='http://www.w3.org/2000/svg'%3E%3Cpath d='M10.5 14l4-8 4 8h-8z'/%3E%3Cpath d='M10.5 16l4 8 4-8h-8z' fill='%23ccc'/%3E%3C/svg%3E"); } } .mapboxgl-ctrl button.mapboxgl-ctrl-geolocate .mapboxgl-ctrl-icon { background-image: url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 20 20' xmlns='http://www.w3.org/2000/svg' fill='%23333'%3E%3Cpath d='M10 4C9 4 9 5 9 5v.1A5 5 0 005.1 9H5s-1 0-1 1 1 1 1 1h.1A5 5 0 009 14.9v.1s0 1 1 1 1-1 1-1v-.1a5 5 0 003.9-3.9h.1s1 0 1-1-1-1-1-1h-.1A5 5 0 0011 5.1V5s0-1-1-1zm0 2.5a3.5 3.5 0 110 7 3.5 3.5 0 110-7z'/%3E%3Ccircle cx='10' cy='10' r='2'/%3E%3C/svg%3E"); } .mapboxgl-ctrl button.mapboxgl-ctrl-geolocate:disabled .mapboxgl-ctrl-icon { background-image: url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 20 20' xmlns='http://www.w3.org/2000/svg' fill='%23aaa'%3E%3Cpath d='M10 4C9 4 9 5 9 5v.1A5 5 0 005.1 9H5s-1 0-1 1 1 1 1 1h.1A5 5 0 009 14.9v.1s0 1 1 1 1-1 1-1v-.1a5 5 0 003.9-3.9h.1s1 0 1-1-1-1-1-1h-.1A5 5 0 0011 5.1V5s0-1-1-1zm0 2.5a3.5 3.5 0 110 7 3.5 3.5 0 110-7z'/%3E%3Ccircle cx='10' cy='10' r='2'/%3E%3Cpath d='M14 5l1 1-9 9-1-1 9-9z' fill='red'/%3E%3C/svg%3E"); } .mapboxgl-ctrl button.mapboxgl-ctrl-geolocate.mapboxgl-ctrl-geolocate-active .mapboxgl-ctrl-icon { background-image: url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 20 20' xmlns='http://www.w3.org/2000/svg' fill='%2333b5e5'%3E%3Cpath d='M10 4C9 4 9 5 9 5v.1A5 5 0 005.1 9H5s-1 0-1 1 1 1 1 1h.1A5 5 0 009 14.9v.1s0 1 1 1 1-1 1-1v-.1a5 5 0 003.9-3.9h.1s1 0 1-1-1-1-1-1h-.1A5 5 0 0011 5.1V5s0-1-1-1zm0 2.5a3.5 3.5 0 110 7 3.5 3.5 0 110-7z'/%3E%3Ccircle cx='10' cy='10' r='2'/%3E%3C/svg%3E"); } .mapboxgl-ctrl button.mapboxgl-ctrl-geolocate.mapboxgl-ctrl-geolocate-active-error .mapboxgl-ctrl-icon { background-image: url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 20 20' xmlns='http://www.w3.org/2000/svg' fill='%23e58978'%3E%3Cpath d='M10 4C9 4 9 5 9 5v.1A5 5 0 005.1 9H5s-1 0-1 1 1 1 1 1h.1A5 5 0 009 14.9v.1s0 1 1 1 1-1 1-1v-.1a5 5 0 003.9-3.9h.1s1 0 1-1-1-1-1-1h-.1A5 5 0 0011 5.1V5s0-1-1-1zm0 2.5a3.5 3.5 0 110 7 3.5 3.5 0 110-7z'/%3E%3Ccircle cx='10' cy='10' r='2'/%3E%3C/svg%3E"); } .mapboxgl-ctrl button.mapboxgl-ctrl-geolocate.mapboxgl-ctrl-geolocate-background .mapboxgl-ctrl-icon { background-image: url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 20 20' xmlns='http://www.w3.org/2000/svg' fill='%2333b5e5'%3E%3Cpath d='M10 4C9 4 9 5 9 5v.1A5 5 0 005.1 9H5s-1 0-1 1 1 1 1 1h.1A5 5 0 009 14.9v.1s0 1 1 1 1-1 1-1v-.1a5 5 0 003.9-3.9h.1s1 0 1-1-1-1-1-1h-.1A5 5 0 0011 5.1V5s0-1-1-1zm0 2.5a3.5 3.5 0 110 7 3.5 3.5 0 110-7z'/%3E%3C/svg%3E"); } .mapboxgl-ctrl button.mapboxgl-ctrl-geolocate.mapboxgl-ctrl-geolocate-background-error .mapboxgl-ctrl-icon { background-image: url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 20 20' xmlns='http://www.w3.org/2000/svg' fill='%23e54e33'%3E%3Cpath d='M10 4C9 4 9 5 9 5v.1A5 5 0 005.1 9H5s-1 0-1 1 1 1 1 1h.1A5 5 0 009 14.9v.1s0 1 1 1 1-1 1-1v-.1a5 5 0 003.9-3.9h.1s1 0 1-1-1-1-1-1h-.1A5 5 0 0011 5.1V5s0-1-1-1zm0 2.5a3.5 3.5 0 110 7 3.5 3.5 0 110-7z'/%3E%3C/svg%3E"); } .mapboxgl-ctrl button.mapboxgl-ctrl-geolocate.mapboxgl-ctrl-geolocate-waiting .mapboxgl-ctrl-icon { -webkit-animation: mapboxgl-spin 2s linear infinite; animation: mapboxgl-spin 2s linear infinite; } @media (-ms-high-contrast: active) { .mapboxgl-ctrl button.mapboxgl-ctrl-geolocate .mapboxgl-ctrl-icon { background-image: url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 20 20' xmlns='http://www.w3.org/2000/svg' fill='%23fff'%3E%3Cpath d='M10 4C9 4 9 5 9 5v.1A5 5 0 005.1 9H5s-1 0-1 1 1 1 1 1h.1A5 5 0 009 14.9v.1s0 1 1 1 1-1 1-1v-.1a5 5 0 003.9-3.9h.1s1 0 1-1-1-1-1-1h-.1A5 5 0 0011 5.1V5s0-1-1-1zm0 2.5a3.5 3.5 0 110 7 3.5 3.5 0 110-7z'/%3E%3Ccircle cx='10' cy='10' r='2'/%3E%3C/svg%3E"); } .mapboxgl-ctrl button.mapboxgl-ctrl-geolocate:disabled .mapboxgl-ctrl-icon { background-image: url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 20 20' xmlns='http://www.w3.org/2000/svg' fill='%23999'%3E%3Cpath d='M10 4C9 4 9 5 9 5v.1A5 5 0 005.1 9H5s-1 0-1 1 1 1 1 1h.1A5 5 0 009 14.9v.1s0 1 1 1 1-1 1-1v-.1a5 5 0 003.9-3.9h.1s1 0 1-1-1-1-1-1h-.1A5 5 0 0011 5.1V5s0-1-1-1zm0 2.5a3.5 3.5 0 110 7 3.5 3.5 0 110-7z'/%3E%3Ccircle cx='10' cy='10' r='2'/%3E%3Cpath d='M14 5l1 1-9 9-1-1 9-9z' fill='red'/%3E%3C/svg%3E"); } .mapboxgl-ctrl button.mapboxgl-ctrl-geolocate.mapboxgl-ctrl-geolocate-active .mapboxgl-ctrl-icon { background-image: url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 20 20' xmlns='http://www.w3.org/2000/svg' fill='%2333b5e5'%3E%3Cpath d='M10 4C9 4 9 5 9 5v.1A5 5 0 005.1 9H5s-1 0-1 1 1 1 1 1h.1A5 5 0 009 14.9v.1s0 1 1 1 1-1 1-1v-.1a5 5 0 003.9-3.9h.1s1 0 1-1-1-1-1-1h-.1A5 5 0 0011 5.1V5s0-1-1-1zm0 2.5a3.5 3.5 0 110 7 3.5 3.5 0 110-7z'/%3E%3Ccircle cx='10' cy='10' r='2'/%3E%3C/svg%3E"); } .mapboxgl-ctrl button.mapboxgl-ctrl-geolocate.mapboxgl-ctrl-geolocate-active-error .mapboxgl-ctrl-icon { background-image: url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 20 20' xmlns='http://www.w3.org/2000/svg' fill='%23e58978'%3E%3Cpath d='M10 4C9 4 9 5 9 5v.1A5 5 0 005.1 9H5s-1 0-1 1 1 1 1 1h.1A5 5 0 009 14.9v.1s0 1 1 1 1-1 1-1v-.1a5 5 0 003.9-3.9h.1s1 0 1-1-1-1-1-1h-.1A5 5 0 0011 5.1V5s0-1-1-1zm0 2.5a3.5 3.5 0 110 7 3.5 3.5 0 110-7z'/%3E%3Ccircle cx='10' cy='10' r='2'/%3E%3C/svg%3E"); } .mapboxgl-ctrl button.mapboxgl-ctrl-geolocate.mapboxgl-ctrl-geolocate-background .mapboxgl-ctrl-icon { background-image: url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 20 20' xmlns='http://www.w3.org/2000/svg' fill='%2333b5e5'%3E%3Cpath d='M10 4C9 4 9 5 9 5v.1A5 5 0 005.1 9H5s-1 0-1 1 1 1 1 1h.1A5 5 0 009 14.9v.1s0 1 1 1 1-1 1-1v-.1a5 5 0 003.9-3.9h.1s1 0 1-1-1-1-1-1h-.1A5 5 0 0011 5.1V5s0-1-1-1zm0 2.5a3.5 3.5 0 110 7 3.5 3.5 0 110-7z'/%3E%3C/svg%3E"); } .mapboxgl-ctrl button.mapboxgl-ctrl-geolocate.mapboxgl-ctrl-geolocate-background-error .mapboxgl-ctrl-icon { background-image: url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 20 20' xmlns='http://www.w3.org/2000/svg' fill='%23e54e33'%3E%3Cpath d='M10 4C9 4 9 5 9 5v.1A5 5 0 005.1 9H5s-1 0-1 1 1 1 1 1h.1A5 5 0 009 14.9v.1s0 1 1 1 1-1 1-1v-.1a5 5 0 003.9-3.9h.1s1 0 1-1-1-1-1-1h-.1A5 5 0 0011 5.1V5s0-1-1-1zm0 2.5a3.5 3.5 0 110 7 3.5 3.5 0 110-7z'/%3E%3C/svg%3E"); } } @media (-ms-high-contrast: black-on-white) { .mapboxgl-ctrl button.mapboxgl-ctrl-geolocate .mapboxgl-ctrl-icon { background-image: url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 20 20' xmlns='http://www.w3.org/2000/svg'%3E%3Cpath d='M10 4C9 4 9 5 9 5v.1A5 5 0 005.1 9H5s-1 0-1 1 1 1 1 1h.1A5 5 0 009 14.9v.1s0 1 1 1 1-1 1-1v-.1a5 5 0 003.9-3.9h.1s1 0 1-1-1-1-1-1h-.1A5 5 0 0011 5.1V5s0-1-1-1zm0 2.5a3.5 3.5 0 110 7 3.5 3.5 0 110-7z'/%3E%3Ccircle cx='10' cy='10' r='2'/%3E%3C/svg%3E"); } .mapboxgl-ctrl button.mapboxgl-ctrl-geolocate:disabled .mapboxgl-ctrl-icon { background-image: url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 20 20' xmlns='http://www.w3.org/2000/svg' fill='%23666'%3E%3Cpath d='M10 4C9 4 9 5 9 5v.1A5 5 0 005.1 9H5s-1 0-1 1 1 1 1 1h.1A5 5 0 009 14.9v.1s0 1 1 1 1-1 1-1v-.1a5 5 0 003.9-3.9h.1s1 0 1-1-1-1-1-1h-.1A5 5 0 0011 5.1V5s0-1-1-1zm0 2.5a3.5 3.5 0 110 7 3.5 3.5 0 110-7z'/%3E%3Ccircle cx='10' cy='10' r='2'/%3E%3Cpath d='M14 5l1 1-9 9-1-1 9-9z' fill='red'/%3E%3C/svg%3E"); } } @-webkit-keyframes mapboxgl-spin { 0% { -webkit-transform: rotate(0deg); } to { -webkit-transform: rotate(1turn); } } @keyframes mapboxgl-spin { 0% { -webkit-transform: rotate(0deg); transform: rotate(0deg); } to { -webkit-transform: rotate(1turn); transform: rotate(1turn); } } a.mapboxgl-ctrl-logo { width: 88px; height: 23px; margin: 0 0 -4px -4px; display: block; background-repeat: no-repeat; cursor: pointer; overflow: hidden; background-image: url("data:image/svg+xml;charset=utf-8,%3Csvg width='88' height='23' viewBox='0 0 88 23' xmlns='http://www.w3.org/2000/svg' xmlns:xlink='http://www.w3.org/1999/xlink' fill-rule='evenodd'%3E%3Cdefs%3E%3Cpath id='a' d='M11.5 2.25c5.105 0 9.25 4.145 9.25 9.25s-4.145 9.25-9.25 9.25-9.25-4.145-9.25-9.25 4.145-9.25 9.25-9.25zM6.997 15.983c-.051-.338-.828-5.802 2.233-8.873a4.395 4.395 0 013.13-1.28c1.27 0 2.49.51 3.39 1.42.91.9 1.42 2.12 1.42 3.39 0 1.18-.449 2.301-1.28 3.13C12.72 16.93 7 16 7 16l-.003-.017zM15.3 10.5l-2 .8-.8 2-.8-2-2-.8 2-.8.8-2 .8 2 2 .8z'/%3E%3Cpath id='b' d='M50.63 8c.13 0 .23.1.23.23V9c.7-.76 1.7-1.18 2.73-1.18 2.17 0 3.95 1.85 3.95 4.17s-1.77 4.19-3.94 4.19c-1.04 0-2.03-.43-2.74-1.18v3.77c0 .13-.1.23-.23.23h-1.4c-.13 0-.23-.1-.23-.23V8.23c0-.12.1-.23.23-.23h1.4zm-3.86.01c.01 0 .01 0 .01-.01.13 0 .22.1.22.22v7.55c0 .12-.1.23-.23.23h-1.4c-.13 0-.23-.1-.23-.23V15c-.7.76-1.69 1.19-2.73 1.19-2.17 0-3.94-1.87-3.94-4.19 0-2.32 1.77-4.19 3.94-4.19 1.03 0 2.02.43 2.73 1.18v-.75c0-.12.1-.23.23-.23h1.4zm26.375-.19a4.24 4.24 0 00-4.16 3.29c-.13.59-.13 1.19 0 1.77a4.233 4.233 0 004.17 3.3c2.35 0 4.26-1.87 4.26-4.19 0-2.32-1.9-4.17-4.27-4.17zM60.63 5c.13 0 .23.1.23.23v3.76c.7-.76 1.7-1.18 2.73-1.18 1.88 0 3.45 1.4 3.84 3.28.13.59.13 1.2 0 1.8-.39 1.88-1.96 3.29-3.84 3.29-1.03 0-2.02-.43-2.73-1.18v.77c0 .12-.1.23-.23.23h-1.4c-.13 0-.23-.1-.23-.23V5.23c0-.12.1-.23.23-.23h1.4zm-34 11h-1.4c-.13 0-.23-.11-.23-.23V8.22c.01-.13.1-.22.23-.22h1.4c.13 0 .22.11.23.22v.68c.5-.68 1.3-1.09 2.16-1.1h.03c1.09 0 2.09.6 2.6 1.55.45-.95 1.4-1.55 2.44-1.56 1.62 0 2.93 1.25 2.9 2.78l.03 5.2c0 .13-.1.23-.23.23h-1.41c-.13 0-.23-.11-.23-.23v-4.59c0-.98-.74-1.71-1.62-1.71-.8 0-1.46.7-1.59 1.62l.01 4.68c0 .13-.11.23-.23.23h-1.41c-.13 0-.23-.11-.23-.23v-4.59c0-.98-.74-1.71-1.62-1.71-.85 0-1.54.79-1.6 1.8v4.5c0 .13-.1.23-.23.23zm53.615 0h-1.61c-.04 0-.08-.01-.12-.03-.09-.06-.13-.19-.06-.28l2.43-3.71-2.39-3.65a.213.213 0 01-.03-.12c0-.12.09-.21.21-.21h1.61c.13 0 .24.06.3.17l1.41 2.37 1.4-2.37a.34.34 0 01.3-.17h1.6c.04 0 .08.01.12.03.09.06.13.19.06.28l-2.37 3.65 2.43 3.7c0 .05.01.09.01.13 0 .12-.09.21-.21.21h-1.61c-.13 0-.24-.06-.3-.17l-1.44-2.42-1.44 2.42a.34.34 0 01-.3.17zm-7.12-1.49c-1.33 0-2.42-1.12-2.42-2.51 0-1.39 1.08-2.52 2.42-2.52 1.33 0 2.42 1.12 2.42 2.51 0 1.39-1.08 2.51-2.42 2.52zm-19.865 0c-1.32 0-2.39-1.11-2.42-2.48v-.07c.02-1.38 1.09-2.49 2.4-2.49 1.32 0 2.41 1.12 2.41 2.51 0 1.39-1.07 2.52-2.39 2.53zm-8.11-2.48c-.01 1.37-1.09 2.47-2.41 2.47s-2.42-1.12-2.42-2.51c0-1.39 1.08-2.52 2.4-2.52 1.33 0 2.39 1.11 2.41 2.48l.02.08zm18.12 2.47c-1.32 0-2.39-1.11-2.41-2.48v-.06c.02-1.38 1.09-2.48 2.41-2.48s2.42 1.12 2.42 2.51c0 1.39-1.09 2.51-2.42 2.51z'/%3E%3C/defs%3E%3Cmask id='c'%3E%3Crect width='100%25' height='100%25' fill='%23fff'/%3E%3Cuse xlink:href='%23a'/%3E%3Cuse xlink:href='%23b'/%3E%3C/mask%3E%3Cg opacity='.3' stroke='%23000' stroke-width='3'%3E%3Ccircle mask='url(%23c)' cx='11.5' cy='11.5' r='9.25'/%3E%3Cuse xlink:href='%23b' mask='url(/web/20211019203256im_/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 11h-1.4c-.13 0-.23-.11-.23-.23V8.22c.01-.13.1-.22.23-.22h1.4c.13 0 .22.11.23.22v.68c.5-.68 1.3-1.09 2.16-1.1h.03c1.09 0 2.09.6 2.6 1.55.45-.95 1.4-1.55 2.44-1.56 1.62 0 2.93 1.25 2.9 2.78l.03 5.2c0 .13-.1.23-.23.23h-1.41c-.13 0-.23-.11-.23-.23v-4.59c0-.98-.74-1.71-1.62-1.71-.8 0-1.46.7-1.59 1.62l.01 4.68c0 .13-.11.23-.23.23h-1.41c-.13 0-.23-.11-.23-.23v-4.59c0-.98-.74-1.71-1.62-1.71-.85 0-1.54.79-1.6 1.8v4.5c0 .13-.1.23-.23.23zm53.615 0h-1.61c-.04 0-.08-.01-.12-.03-.09-.06-.13-.19-.06-.28l2.43-3.71-2.39-3.65a.213.213 0 01-.03-.12c0-.12.09-.21.21-.21h1.61c.13 0 .24.06.3.17l1.41 2.37 1.4-2.37a.34.34 0 01.3-.17h1.6c.04 0 .08.01.12.03.09.06.13.19.06.28l-2.37 3.65 2.43 3.7c0 .05.01.09.01.13 0 .12-.09.21-.21.21h-1.61c-.13 0-.24-.06-.3-.17l-1.44-2.42-1.44 2.42a.34.34 0 01-.3.17zm-7.12-1.49c-1.33 0-2.42-1.12-2.42-2.51 0-1.39 1.08-2.52 2.42-2.52 1.33 0 2.42 1.12 2.42 2.51 0 1.39-1.08 2.51-2.42 2.52zm-19.865 0c-1.32 0-2.39-1.11-2.42-2.48v-.07c.02-1.38 1.09-2.49 2.4-2.49 1.32 0 2.41 1.12 2.41 2.51 0 1.39-1.07 2.52-2.39 2.53zm-8.11-2.48c-.01 1.37-1.09 2.47-2.41 2.47s-2.42-1.12-2.42-2.51c0-1.39 1.08-2.52 2.4-2.52 1.33 0 2.39 1.11 2.41 2.48l.02.08zm18.12 2.47c-1.32 0-2.39-1.11-2.41-2.48v-.06c.02-1.38 1.09-2.48 2.41-2.48s2.42 1.12 2.42 2.51c0 1.39-1.09 2.51-2.42 2.51z'/%3E%3C/defs%3E%3Cmask id='c'%3E%3Crect width='100%25' height='100%25' fill='%23fff'/%3E%3Cuse xlink:href='%23a'/%3E%3Cuse xlink:href='%23b'/%3E%3C/mask%3E%3Cg stroke='%23000' stroke-width='3'%3E%3Ccircle mask='url(%23c)' cx='11.5' cy='11.5' r='9.25'/%3E%3Cuse xlink:href='%23b' mask='url(/web/20211019203256im_/https://www.bbc.com/%23c)'/%3E%3C/g%3E%3Cg fill='%23fff'%3E%3Cuse xlink:href='%23a'/%3E%3Cuse xlink:href='%23b'/%3E%3C/g%3E%3C/svg%3E"); } } @media (-ms-high-contrast: black-on-white) { a.mapboxgl-ctrl-logo { background-image: url("data:image/svg+xml;charset=utf-8,%3Csvg width='88' height='23' viewBox='0 0 88 23' xmlns='http://www.w3.org/2000/svg' xmlns:xlink='http://www.w3.org/1999/xlink' fill-rule='evenodd'%3E%3Cdefs%3E%3Cpath id='a' d='M11.5 2.25c5.105 0 9.25 4.145 9.25 9.25s-4.145 9.25-9.25 9.25-9.25-4.145-9.25-9.25 4.145-9.25 9.25-9.25zM6.997 15.983c-.051-.338-.828-5.802 2.233-8.873a4.395 4.395 0 013.13-1.28c1.27 0 2.49.51 3.39 1.42.91.9 1.42 2.12 1.42 3.39 0 1.18-.449 2.301-1.28 3.13C12.72 16.93 7 16 7 16l-.003-.017zM15.3 10.5l-2 .8-.8 2-.8-2-2-.8 2-.8.8-2 .8 2 2 .8z'/%3E%3Cpath id='b' d='M50.63 8c.13 0 .23.1.23.23V9c.7-.76 1.7-1.18 2.73-1.18 2.17 0 3.95 1.85 3.95 4.17s-1.77 4.19-3.94 4.19c-1.04 0-2.03-.43-2.74-1.18v3.77c0 .13-.1.23-.23.23h-1.4c-.13 0-.23-.1-.23-.23V8.23c0-.12.1-.23.23-.23h1.4zm-3.86.01c.01 0 .01 0 .01-.01.13 0 .22.1.22.22v7.55c0 .12-.1.23-.23.23h-1.4c-.13 0-.23-.1-.23-.23V15c-.7.76-1.69 1.19-2.73 1.19-2.17 0-3.94-1.87-3.94-4.19 0-2.32 1.77-4.19 3.94-4.19 1.03 0 2.02.43 2.73 1.18v-.75c0-.12.1-.23.23-.23h1.4zm26.375-.19a4.24 4.24 0 00-4.16 3.29c-.13.59-.13 1.19 0 1.77a4.233 4.233 0 004.17 3.3c2.35 0 4.26-1.87 4.26-4.19 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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; } .twitter-icon--light-blue { background-color: transparent; border: 1px solid #1da1f2; color: #1da1f2; } .twitter-icon--light-blue:hover { background-color: #1da1f2; color: #fff; } .twitter-icon--white { background-color: transparent; border: 1px solid #fff; color: #fff; } .twitter-icon--white:hover { background-color: #fff; color: #1da1f2; } .twitter-icon--small { font-size: 18px; height: 38px; width: 38px; }/* stylelint-disable */ html, body { margin: 0; padding: 0; } #root *, #root *::before, #root *::after { box-sizing: border-box; } #root article, #root aside, #root figure, #root footer, #root header, #root nav, #root section { display: block; } body { background: #fff; } .app__body { display: flex; flex-direction: column; min-height: 100vh; overflow: visible; position: relative; } .app__domestic-disclaimer { bottom: 0; position: fixed; width: 100%; z-index: 5000; } .main { display: flex; flex: 1 0 auto; flex-direction: column; } .navigation { background-color: #fff; display: none; margin: auto; max-width: 1248px; padding: 4px 16px 0; position: relative; z-index: 1000; } @media (min-width: 1008px) and (max-width: 1279px) { .navigation { max-width: 976px; } } @media (min-width: 600px) { .navigation { padding: 0 16px 1px; } } @media (min-width: 600px) and (max-width: 1007px) { .navigation { max-width: 990px; } } @media (min-width: 300px) and (max-width: 399px) { .navigation { padding: 4px 8px; } } .navigation--display { display: block; } .navigation-sticky--undocked { background-color: #fff; width: 100%; z-index: 10000; } .StickyElement { position: relative; z-index: 1501; } .loader { display: none; height: 100%; left: -99999px; opacity: 0; position: absolute; top: 0; transition: 0.2s opacity; width: 100%; z-index: 1000; } .loader--is-active { background: white; display: block; left: 0; opacity: 1; } .loader__body { display: none; left: 50%; position: fixed; top: 50%; transform: translateX(-50%) translateY(-50%); } .loader__body--show-loader { display: block; } .no-js .loader { display: none; } .vertical-index { display: flex; flex: 1 0 auto; flex-direction: column; } .vertical-index__collection-swimlane { min-height: 400px; } .vertical-index .article-hero__content { margin-top: 106px; padding-left: 25px; } .vertical-index__full-width-ad { background-color: #f1f1f1; padding: 25px; } .vertical-index__latest-articles { margin-top: 35px; } .vertical-index__latest-articles--mobile { margin-top: 28px; } .vertical-index__storyworks-section { margin: auto; max-width: 1248px; padding: 16px 0 0; } @media (min-width: 1008px) { .vertical-index__storyworks-section { padding: 16px 16px 0; } } @media (min-width: 600px) and (max-width: 1007px) { .vertical-index__storyworks-section { margin: auto; max-width: 990px; padding: 8px 16px 0; } } @media (min-width: 1008px) and (max-width: 1279px) { .vertical-index__storyworks-section { max-width: 976px; } } .vertical-index__storyworks-section > div > div.bbccom_visible > div { background: #f1f1f1; display: inline-block; padding: 8px !important; } .vertical-index__full-width-ad .bbccom_standard_slot, .vertical-index__hero-article-leaderboard .bbccom_standard_slot { background-color: transparent !important; } .latest-articles__container { margin-bottom: 24px; } .latest-articles__container--tablet { margin-bottom: 26px; } .latest-articles__container--desktop { margin-bottom: 32px; } .latest-articles__articles { margin: auto; } .latest-articles__articles--mobile-rectangle { margin: auto; } .latest-articles__articles--tablet-rectangle { margin: auto 8px; } .latest-articles__editor { color: #020202; font-stretch: normal; font-size: 14px; font-style: normal; font-weight: normal; text-align: center; text-transform: uppercase; letter-spacing: 2.92px; margin: 0 0 22px; } .latest-articles__editor--tablet { margin-bottom: 32px; } .latest-articles__editor--desktop { margin-bottom: 36px; } .latest-articles__rectangle .adslot--mpu > div { padding: 0 8px 8px !important; } .latest-articles__rectangle 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It’s quiet and peaceful\"","synopsisShort":"(Credit: Gu Bing)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211019203256\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp08zf481.jpg","title":"Gu Bing 1.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p08zf481","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211019203256\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp08zf481.jpg","cacheLastUpdated":1634675381426},"p08zf49c":{"urn":"urn:external:nitro:image:p08zf49c","_id":"615360e845ceed4afd22b891","copyright":"Jimmy Mo","fileSizeBytes":698828,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211019203256\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F8z\u002Ff4\u002Fp08zf49c.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Jimmy Mo says he doesn't turn in until 0200 most nights, as he crams hobbies and online classes in after work","synopsisShort":"(Credit: Jimmy Mo)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211019203256\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp08zf49c.jpg","title":"Jimmy Mo.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p08zf49c","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211019203256\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp08zf49c.jpg","cacheLastUpdated":1634675381426},"p08zf427":{"urn":"urn:external:nitro:image:p08zf427","_id":"61535fe845ceed53611a34e9","copyright":"Alamy","fileSizeBytes":1280319,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211019203256\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F8z\u002Ff4\u002Fp08zf427.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"","synopsisShort":"(Credit: Alamy)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211019203256\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp08zf427.jpg","title":"snooze alarm.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p08zf427","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211019203256\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp08zf427.jpg","cacheLastUpdated":1634675381426},"p08m02l7":{"urn":"urn:external:nitro:image:p08m02l7","_id":"61535fd945ceed4da2072327","copyright":"","fileSizeBytes":168124,"mimeType":"image\u002Fjpeg","sourceHeight":720,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211019203256\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F8m\u002F02\u002Fp08m02l7.jpg","sourceWidth":1280,"synopsisLong":"","synopsisMedium":"","synopsisShort":"US companies are spending around $8 billion a year on diversity training.","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211019203256\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp08m02l7.jpg","title":"Are companies really committed to diversity?","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p08m02l7","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211019203256\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp08m02l7.jpg","cacheLastUpdated":1634675381427}},"articles":{"worklife\u002Farticle\u002F20210916-why-inexperienced-workers-cant-get-entry-level-jobs":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210916-why-inexperienced-workers-cant-get-entry-level-jobs","_id":"615450fb45ceed01a3081851","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"'Entry-level' jobs used to be the way for new graduates to enter the workforce. But many are now requiring prior experience.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAs anyone who’s graduated from university or applied for their first job in recent years can attest to, something new – and alarming – has happened to entry-level jobs: they’ve disappeared.\u003C\u002Fp\u003E\n\u003Cp\u003EA recent analysis of close to 4 million jobs posted on LinkedIn since late 2017 showed that \u003Ca href=\"https:\u002F\u002Fwww.linkedin.com\u002Fpulse\u002Fhirings-new-red-line-why-newcomers-cant-land-35-jobs-george-anders\u002F\"\u003E35% of postings for “entry-level” positions asked for years of prior relevant work experience\u003C\u002Fa\u003E. That requirement was even more common in certain industries. More than 60% of listings for entry-level software and IT Services jobs, for instance, required three or more years of experience. In short, it seems entry-level jobs aren’t for people just entering the workforce at all. \u003C\u002Fp\u003E\n\u003Cp\u003EAnd while that first job is harder than ever to get, it’s also more important than ever, says Alan Seals, an associate professor of economics at Auburn University, US. It may be the bottom-most rung on the employment ladder, but a worker’s first position sets the tone for their career.\u003C\u002Fp\u003E\n\u003Cp\u003E“The most important time in your career is the first three years,” he says. “The quality of your first employer really matters. So, how do you get that first job?”\u003C\u002Fp\u003E\n\u003Cp\u003EThe simple answer is workers need something more than motivation or a college degree to enter the workforce now, whether it’s lots of internships, or the connections to get around a complex application process without an algorithm weeding them out. But not everybody has access to those advantages, and the result is that workers are being left behind.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe rise of the internship\u003C\u002Fstrong\u003E\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAn ever-growing internship market means more young people are fleshing out their resumes before they even leave university, says Seals, who notes many students are now getting their first internship after first year.\u003C\u002Fp\u003E\n\u003Cp\u003E“Internships are now the entry level,” he says. “Most of the students in college are doing or trying to do internships, and now it’s increasingly common to do more than one.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210916-why-inexperienced-workers-cant-get-entry-level-jobs-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Internships are now the entry level – Alan Seals","id":"worklife\u002Farticle\u002F20210916-why-inexperienced-workers-cant-get-entry-level-jobs-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESeales says this fact impacts the entry-level job market on multiple fronts. First, companies can save money by using interns to do that work without having to pay junior employees; the more interns a company has, the fewer entry-level jobs it’s likely to open.\u003C\u002Fp\u003E\n\u003Cp\u003ESecond, because applicants with one or more internships on their resume aren’t tough to come by, those who don’t have internship experience are left out in the cold. That can happen to students who can’t afford an unpaid or low-paid internship, or those who have trouble securing one. \u003C\u002Fp\u003E\n\u003Cp\u003E“In some cases, you need to have had an internship to get an internship. It’s also tough if you’re an ethnic minority,” says Seals. A February 2020 study he co-authored \u003Ca href=\"https:\u002F\u002Fwww.nber.org\u002Fpapers\u002Fw26729\"\u003Eshowed that employers are “less likely to respond to [intern] applicants with Black-sounding names”\u003C\u002Fa\u003E and much more likely to hire those who’ve had internships before. \u003C\u002Fp\u003E\n\u003Cp\u003EAdd to that the fact that the vast majority of internship opportunities are geographically located near major cities, meaning those who don’t already live there or can’t relocate are out of luck.\u003C\u002Fp\u003E\n\u003Cp\u003E“This is a problem – in the United States, the internships are on the coasts,” says Seals. “Those are the most expensive places in the country to live. If you’re in college in a region with no internships, now you need to not only get an internship, but find a way to afford moving there for a summer. If you have no knowledge of how the system works or how to gain access to these elite levels and places, you’re left behind.”\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe automated office\u003C\u002Fstrong\u003E\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIt’s not only internships that have replaced the entry level job. Many of them have been eliminated over recent decades as tools and technologies are introduced to do the same work – without the paycheck.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210916-why-inexperienced-workers-cant-get-entry-level-jobs-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210916-why-inexperienced-workers-cant-get-entry-level-jobs-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“A lot of what would have been classified as entry-level 30 years ago has gone away because of automation,” says Scott Dettman, CEO of Avenica, a US-based career-matchmaking service for new graduates. “Think about things like product research, scheduling or ordering office supplies. Creating presentations – there used to be whole teams that did that. Now we have Microsoft PowerPoint.” Work that once fell to a group of early-career employees can be done by one person, in a fraction of the time. “It’s a huge optimisation increase – we can do a lot more with a lot less,” says Dettman. “But it’s also taken a lot of those roles that were more administrative in nature.”\u003C\u002Fp\u003E\n\u003Cp\u003EWhat’s left at the “entry level”, then, are often jobs that require more interpersonal communication, higher-level responsibilities or consumer-facing roles, which many companies are reluctant to trust to a newly-minted graduate.\u003C\u002Fp\u003E\n\u003Cp\u003E“The roles that exist now are in customer service, claims management, project management, those kinds of things,” says Dettman. “But there’s a different level of rigour to that work, and some industry knowledge that goes into those things. Increasingly, people have gotten almost skittish hiring right out of school. I’ll talk to executives who are like, ‘we’re happy to hire entry-level people… as long as they have two years of experience’.’” \u003C\u002Fp\u003E\n\u003Cp\u003EThe job application and hiring system has also been automated, which only makes things more difficult for entry-level workers who may be a good fit for a role, but who lack the right resume buzzwords.\u003C\u002Fp\u003E\n\u003Cp\u003E“There are major problems with the hiring processes,” says Dettman. “We’ve made it so that applicants will hit ‘easy apply’ and apply for 200 jobs in an hour. It’s flooding these talent acquisition teams with so many applicants that they’re basically forced to rely on algorithms to weed out candidates. So, they start to look for key terms, key skills, key identifiers.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210916-why-inexperienced-workers-cant-get-entry-level-jobs-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"In some cases, you need to have had an internship to get an internship – Alan Seals","id":"worklife\u002Farticle\u002F20210916-why-inexperienced-workers-cant-get-entry-level-jobs-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ERight off the bat, this puts people with fewer or no internships, or a degree in a less-related major or from a less-reputable school, at a disadvantage. Plus, there’s only a slim chance the average college graduate’s resume will include all the skills and experience required by a given job.\u003C\u002Fp\u003E\n\u003Cp\u003E“Employers are unhappy with the level of talent they’re getting in the entry-level space,” says Dettman. “So, instead of trying to take corrective action, they’ve increased experience requirements. In the last five years, we’ve seen a 20% increase in the number of skills required on job listings.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe flawed system\u003C\u002Fstrong\u003E\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAll of this adds up to an incredibly tough entry-level job market. And the inability to land a solid role in a worker’s desired field right out of college can impact their careers in a major way, for a long time.\u003C\u002Fp\u003E\n\u003Cp\u003E“The data and the statistics definitely bear it out; \u003Ca href=\"https:\u002F\u002Fwww.burning-glass.com\u002Fresearch-project\u002Funderemployment\u002F\"\u003E43% of college graduates don’t have a college-level job in their first job after school,\u003C\u002Fa\u003E” says Dettman. “The same study suggested that about two-thirds of those people are underemployed for the next five years.”\u003C\u002Fp\u003E\n\u003Cp\u003EThe wage gap between people working a college-level job and those who end up in a role that doesn’t make use of their degree is about 22%, adds Dettman. “That’s well over $100,000 in lost earnings in the first decade of employment.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210916-why-inexperienced-workers-cant-get-entry-level-jobs-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210916-why-inexperienced-workers-cant-get-entry-level-jobs-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThis perpetuates economic inequality, as it disproportionately affects people who didn’t – or couldn’t afford to – have internships. It also, ironically, can keep people who had to work a minimum wage or service job while in school from getting a position related to their major once they graduate. \u003C\u002Fp\u003E\n\u003Cp\u003E“Being from the lower class can be an obstacle,” says Seals. “We found that having a job on campus, in food service or whatever, seems to harm you. I think it signals class, which is part of the reason we’ve got inequality issues and a lot of people are shut out from entry-level employment.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EFinding a workaround\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EIt’s a deeply flawed system, says Seals, but until it changes, there are ways to work around it.\u003C\u002Fp\u003E\n\u003Cp\u003E“If you get out of college, can’t get a job in your field right away, and go work at a restaurant or at Starbucks or something, do not put that on your resume,” says Seals. His research suggests listing a service or retail job can be detrimental when applying for other work. \u003C\u002Fp\u003E\n\u003Cp\u003EWhen it comes to “hacking the algorithm” of an automated job search system, Dettman says sometimes the best way to get through is to go around.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210916-why-inexperienced-workers-cant-get-entry-level-jobs-8"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"There’s reason to be optimistic that, in the aftermath of the pandemic, the system is undergoing a shift","id":"worklife\u002Farticle\u002F20210916-why-inexperienced-workers-cant-get-entry-level-jobs-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Find people who do that job today, and engage them,” he says. “Every company will interview people who are referred by internal employees, especially if those people do similar jobs. The best way to break in is to go around the automated pipeline. Ask if they can put your resume in front of a hiring manager, who will likely then actually review it.”\u003C\u002Fp\u003E\n\u003Cp\u003EThere’s reason to be optimistic that, in the aftermath of the pandemic, the system is undergoing a shift. Jobs replaced by PowerPoint aren’t coming back, but the increasing ubiquity of remote work means more access to internships and a hiring pool expanding outside major metropolises. And the pandemic has – and continues to – \u003Ca href=\"https:\u002F\u002Fwww.newsweek.com\u002Fjobs-requiring-no-work-experience-jumped-18-percent-early-2021-amid-labor-shortage-1625456\"\u003Eshake up requirements and pay for entry-level jobs\u003C\u002Fa\u003E as well as \u003Ca href=\"https:\u002F\u002Fwww.cbi.org.uk\u002Farticles\u002Fthe-unique-challenges-of-recruiting-for-entry-level-positions-in-2021-and-beyond\u002F\"\u003Ehow many of them actually exist\u003C\u002Fa\u003E. So, there are more changes to come.\u003C\u002Fp\u003E\n\u003Cp\u003EStill, says Dettman, keeping vast swaths of qualified workers from becoming under-employed will require a bigger paradigm shift. That may mean moving away from one-size-fits-all systems for sorting job applicants, reevaluating what skills a job really requires and broadening the definition of relevant experience.  \u003C\u002Fp\u003E\n\u003Cp\u003E“I’m not anti-algorithm,” he says, “but when we have poorly-written job descriptions and resumes that don’t tell the whole story, we have incomplete data.” Better hiring practices, he suggests, might focus on an individual’s accomplishments, characteristics and potential, rather than just the number of years of prior experience or technical skills on their resume.\u003C\u002Fp\u003E\n\u003Cp\u003E“Rebuilding entry-level jobs and getting people hired means getting away from the resume and changing the conversation to: who is this person really?”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210916-why-inexperienced-workers-cant-get-entry-level-jobs-10"}],"collection":null,"disableAdverts":false,"displayDate":"2021-09-20T16:51:23Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why inexperienced workers can't get entry-level jobs","headlineShort":"Why entry-level jobs are disappearing","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":[],"relatedStories":[],"relatedTag":null,"summaryLong":"'Entry-level' jobs used to be the way for new graduates to enter the workforce. But many are now requiring prior experience.","summaryShort":"How can workers enter the workforce when all jobs require experience?","tag":[],"textToSpeech":false,"creationDateTime":"2021-09-19T19:57:47.486247Z","entity":"article","guid":"427ddb44-2939-4dd5-a7ae-03f4c168f188","id":"worklife\u002Farticle\u002F20210916-why-inexperienced-workers-cant-get-entry-level-jobs","modifiedDateTime":"2021-09-29T11:41:40.447421Z","project":"worklife","slug":"20210916-why-inexperienced-workers-cant-get-entry-level-jobs","cacheLastUpdated":1634675381406},"worklife\u002Farticle\u002F20210812-why-the-worst-parts-of-work-cant-easily-change":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210812-why-the-worst-parts-of-work-cant-easily-change","_id":"615361f645ceed3b8c675f37","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"The pandemic was a golden opportunity to fix the most toxic parts of work culture – yet we made many worse. Why?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn July, Mark, who works for a small technology company in East London, emailed his manager to tell her that he had tested positive for Covid-19. His boss didn’t ask any questions; instead, she expressed sympathy, wished him a speedy recovery and told him to take as much time off as he needed.  \u003C\u002Fp\u003E\n\u003Cp\u003EMark, whose surname is being withheld for job-security concerns, didn’t actually have Covid-19. In truth, he was exhausted and anxious; the toll of the pandemic, coupled with working 80 hours a week, and being expected to be on call around the clock, had become too much to handle. The 40-year-old was feeling severely depressed, and suspected that he might be on the cusp of a serious \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210426-why-we-may-be-measuring-burnout-all-wrong\"\u003Eclinical burnout\u003C\u002Fa\u003E. \u003C\u002Fp\u003E\n\u003Cp\u003E“At that moment it was just so much easier to say I had the virus,” he explains, admitting that he felt some guilt for lying. “The stigma around mental health is real: questions are asked and judgements are made. The only good thing about Covid is that everyone just accepts it as a reason to be out of action, feels sorry for you and then moves on.” \u003C\u002Fp\u003E\n\u003Cp\u003EIn early 2020, as the pandemic started spreading aggressively around the world, almost every industry was forced to adapt its way of working – in many cases, overnight. Management experts framed this as potentially positive: they were swift to forecast that this period of extreme and forced experimentation \u003Ca href=\"https:\u002F\u002Fsloanreview.mit.edu\u002Farticle\u002Fhow-companies-are-winning-on-culture-during-covid-19\u002F\"\u003Ewould provide a rich and unique opportunity\u003C\u002Fa\u003E to stamp out some of the most insidious elements of toxic workplace culture: \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210604-why-presenteeism-always-wins-out-over-productivity\"\u003Epresenteeism\u003C\u002Fa\u003E, a glorification of \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210507-why-we-glorify-the-cult-of-burnout-and-overwork\"\u003Eoverwork\u003C\u002Fa\u003E and an entrenched authority bias that stops employees from speaking up when things don’t feel right.  \u003C\u002Fp\u003E\n\u003Cp\u003EBut as businesses reopen and companies begin to explore ways of operating that are fit for a post-pandemic world, there’s evidence that much still needs to be done to dismantle the relics and features that most prominently perpetuate unhappiness and ill health in the workplace. Mark’s experience is just one brutal and vivid example of this. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA missed opportunity\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EFor years, it’s been widely acknowledged that many elements of modern workplace culture are problematic – and even damaging. \u003C\u002Fp\u003E\n\u003Cp\u003EIn the past few decades, technology in globally interconnected companies and industries has introduced a fresh level of competition and speed. Almost anyone was given the opportunity to work from anywhere at any time, which led to \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210507-why-we-glorify-the-cult-of-burnout-and-overwork\"\u003Eoverwork and overtime becoming dangerously glorified\u003C\u002Fa\u003E. Workaholism emerged as a sign of praiseworthy ambition and commitment to corporate causes, even as the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210518-how-overwork-is-literally-killing-us\"\u003Edetrimental health effects\u003C\u002Fa\u003E of never switching off became \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20190610-how-to-tell-if-youve-got-pre-burnout\"\u003Eimpossible to ignore\u003C\u002Fa\u003E.  \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210812-why-the-worst-parts-of-work-cant-easily-change-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"There’s much evidence that harmful pre-pandemic ways have simply been adapted for the remote world","id":"worklife\u002Farticle\u002F20210812-why-the-worst-parts-of-work-cant-easily-change-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EMany consultants, managers and workplace experts witnessing the evolution of labour practices were acutely aware of these harmful shifts, and agonised over how to fix what was broken. But the relentless grind of everyday life provided scant opportunity to reflect and ultimately challenge such an entrenched status quo. \u003C\u002Fp\u003E\n\u003Cp\u003EHowever, when Covid-19 hit, businesses all around the world were forced to pause, assess and recalibrate. As companies retooled how they worked, and made decisions for how their workforces would go forward, this collective breath provided a rare opportunity to remedy the most insidious parts of working culture. \u003C\u002Fp\u003E\n\u003Cp\u003EExcept, despite this open window, little seems to have changed. Even as workplace practices have been fiercely debated and discussed, there’s much evidence that harmful pre-pandemic ways have simply been adapted for the remote world, raising fears that even as we re-invent work in a hybrid and flexible way, toxic culture could endure – or even worsen, becoming even more rife and ubiquitous. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EBad – and getting worse?\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003E“The arrival of the pandemic first seemed to put the work-to-death mentality on hiatus,” says Maryam Meddin, the founder and CEO of a behavioural health clinic in London called The Soke. “But after a while, it emerged that ‘working from home’ had somehow morphed into ‘living at work’, and people were working even longer hours than before.” \u003C\u002Fp\u003E\n\u003Cp\u003EThis is particularly evidenced in the evolution of presenteeism, wherein employees come to work as a performative measure, despite being sick or fatigued. As a huge chunk of the global labour market moved out of the office and into a remote set-up during the pandemic, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210423-is-there-an-antidote-to-digital-intensity\"\u003Epresenteeism silently shifted into the digital workplace\u003C\u002Fa\u003E\u003Cspan\u003E.\u003C\u002Fspan\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210812-why-the-worst-parts-of-work-cant-easily-change-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Woman working at home in the dark","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210812-why-the-worst-parts-of-work-cant-easily-change-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EEarlier this year, amid a \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fbusiness-54289152\"\u003Ereported rise in companies using surveillance software\u003C\u002Fa\u003E to ensure that employees put in the hours while working from home, cybersecurity company Kaspersky surveyed 2,000 full-time workers in the UK. A quarter of respondents admitted to \u003Ca href=\"https:\u002F\u002Fworkplaceinsight.net\u002Fworking-from-home-surveillance-drives-rise-of-digital-presenteeism\u002F\"\u003Eworking harder out of fear that their superiors would think of them as lazy\u003C\u002Fa\u003E, a proportion that rose to 40% among those who had monitoring software installed on the devices they were using for work.  \u003C\u002Fp\u003E\n\u003Cp\u003EAnd, overall, poor pandemic workplace culture has meant that workers are putting in far more hours: a late-2020 survey \u003Ca href=\"https:\u002F\u002Frh-us.mediaroom.com\u002F2020-11-23-Working-Weekends-a-Reality-for-Nearly-7-in-10-Remote-Professionals-Robert-Half-Research-Shows\"\u003Eby HR consultancy Robert Half\u003C\u002Fa\u003E showed that 45% of respondents were \u003Ca href=\"https:\u002F\u002Frh-us.mediaroom.com\u002F2020-11-23-Working-Weekends-a-Reality-for-Nearly-7-in-10-Remote-Professionals-Robert-Half-Research-Shows\"\u003Eworking more during the week than before the pandemic\u003C\u002Fa\u003E, a trend that the researchers attributed to the flexibility “[making] disconnecting extremely difficult”. \u003C\u002Fp\u003E\n\u003Cp\u003EThe knock-on effect of this increase in work is clear: an October 2020 study of more than 3,600 UK employees showed \u003Ca href=\"https:\u002F\u002Fwww.bupa.com\u002Fnewsroom\u002Four-views\u002Fbitc-mental-health-at-work-20\"\u003Ework-related pressure as the most common cause of mental health issues\u003C\u002Fa\u003E by far. More than a third of respondents put symptoms of poor mental health down to workload, long hours and not taking enough leave, and almost one-third said their mental ill-health was caused by not feeling supported in their role, potentially an indication of their reluctance to share their circumstances. \u003C\u002Fp\u003E\n\u003Cp\u003ENow, as many employers begin to shift into hybrid-work arrangements, these effects may only worsen, experts warn. “The danger is that with some people continuing to work remotely whilst their colleagues opt to go back into the office, the ‘work-from-homers’ will feel a pressure to prove their commitment on an ongoing basis and continuously turn the dial up on a culture of overwork,” says Meddin. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA matter of trust\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ETheories vary on why so many companies have failed to use the pandemic pause to fundamentally reset the damaging elements of corporate culture. Some say that panic and uncertainty discouraged managers from trying anything that was not familiar. Economic fears, others contend, led to a myopic focus on short-term gains, like financial revenue, at the expense of everything else. \u003C\u002Fp\u003E\n\u003Cp\u003EBut many also suggest that managers did not – and many still do not – appreciate the root cause of some of the most problematic workplace practices: a lack of trust. \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210812-why-the-worst-parts-of-work-cant-easily-change-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"So many of the working practices that we’ve all become accustomed to are not built on the premise of trust – Peter Cheese","id":"worklife\u002Farticle\u002F20210812-why-the-worst-parts-of-work-cant-easily-change-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Managers need to trust their employees in the same way as they need to engage with employees to trust them. But so many of the working practices that we’ve all become accustomed to are not built on the premise of trust,” explains Peter Cheese, chief executive of the Chartered Institute of Personnel and Development, the UK’s professional association for human resource management professionals. \u003C\u002Fp\u003E\n\u003Cp\u003ECheese explains that managers at all levels and in every industry must be trained to appreciate the contributions of employees not “based on how many hours they spend in the office or how many texts they can answer in the middle of the night, but on their output and outcomes”.  \u003C\u002Fp\u003E\n\u003Cp\u003EThrough the decades, he explains, managers have become accustomed to evaluating the performance of their employees based on easily measurable factors: hours spent at work, or money generated for the business, for example. Humans like standard yardsticks against which they can measure and compare things, but we must appreciate that productivity comes in many forms, he adds. \u003C\u002Fp\u003E\n\u003Cp\u003E“Managers have to trust that employees understand their duties and responsibilities without being constrained and policed every hour of the day, and we need employees to know that managers trust them and trust their judgements,” adds Cheese. “Employees want to feel empowered. If they don’t, that will affect their engagement as well as their productivity.” \u003C\u002Fp\u003E\n\u003Cp\u003EWhile trust issues were already rampant prior to the pandemic, Cheese suggests that the unfamiliarity of remote working may have exacerbated them in some situations. Suddenly not being able to physically keep an eye on what members of the team were doing might have been disconcerting for some managers, who then overcompensated by checking in excessively over phone and email. Employees, in turn, could have interpreted that as a sign of not being trusted, creating tension and stress among seniority levels. \u003C\u002Fp\u003E\n\u003Cp\u003ESimply, not only did companies not use the pandemic to mend trust issues among their workforces, they doubled-down on many elements of corporate culture based on distrust. \u003C\u002Fp\u003E\n\u003Cp\u003EThis has left employees feeling even more stifled and unable to speak up, amplifying anxiety, stress and poor mental health. Mabel Abraham, professor of management at Columbia Business School in New York, says it’s imperative that employers “create an environment that helps employees feel comfortable making their needs and preferences known”. “People will only speak up if they feel like they are being listened to and if they are not concerned about potential penalties for sharing their views,” she says.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ENo easy solution \u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EComing up with a way to eradicate the most damaging habits, beliefs and patterns of behaviour is extremely challenging, not least on account of their entrenched nature.  \u003C\u002Fp\u003E\n\u003Cp\u003EPaul Young is a former assistant psychologist in Britain’s National Health Service. He decided to pursue his PhD in workplace psychology at Loughborough University, UK, after spending a decade in the financial-services sector and witnessing \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210426-is-extreme-working-culture-worth-the-big-rewards\"\u003Ea variety of workplace cultures\u003C\u002Fa\u003E over that time. \u003C\u002Fp\u003E\n\u003Cp\u003E“Undoubtedly, employers have a huge role to play in influencing work cultures and creating environments which are supportive of employee wellbeing,” says Young. But he argues that employees also have agency to develop their own personal resources to cope with adversity and stressors at work, and that companies should do more to help their people to tap into the resources they need. \u003C\u002Fp\u003E\n\u003Cp\u003EOne potential pitfall that Emma Parry, a professor of Human Resource Management at Cranfield School of Management, in the UK, sees is that organisations make changes as a knee-jerk reaction to potential problems: that they panic and grasp for quick fixes. “Whereas at the outset of the pandemic, it was necessary to act quickly to be reactive to the situation, now is the time to ensure that any organisational development is evidence-based,” she says. She adds it’s important for managers to invite feedback from employees both through surveys and frank conversations, “so they can examine the culture and shared values of the organisation in a systematic way”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210812-why-the-worst-parts-of-work-cant-easily-change-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"I think there has been a lightbulb moment in society where young people especially are not prepared to put up with toxic work cultures – Paul Young","id":"worklife\u002Farticle\u002F20210812-why-the-worst-parts-of-work-cant-easily-change-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAbraham, of Columbia, says that she considers one of the greatest challenges to be that companies often become “paralysed by where to even begin in addressing these seemingly huge issues”. “To make these changes realistic organisational leaders must treat this as they would any other business problem and devise an actionable strategy to tackle the issue piece by piece, otherwise it will be insurmountable,” she says.  \u003C\u002Fp\u003E\n\u003Cp\u003EBut despite all the undeniable headwinds, Meddin of The Soke is confident that harmful behaviour can be eradicated, giving rise to workplaces where the culture is built on empathy, compassion and – most importantly – trust. “On average, it takes between eight to 12 weeks for behaviour to become ingrained,” Meddin says, “so I have faith that we have the capacity to form new habits.” \u003C\u002Fp\u003E\n\u003Cp\u003EYoung says that even just the fact that we’re talking about issues like mental health more is encouraging. “I feel very optimistic that, in general, workplaces in the future will be better informed and more geared towards maximising employee wellbeing,” he says. “I think there has been a lightbulb moment in society where young people especially are not prepared to put up with toxic work cultures and environments which are detrimental to their health,” he says. \u003C\u002Fp\u003E\n\u003Cp\u003ESo, while there might be plenty of grim evidence that things got worse during the pandemic, it might be wrong to think of the window of opportunity as closing any time soon. What Young calls a “lightbulb moment” might indeed be the catalyst for progress to come.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210812-why-the-worst-parts-of-work-cant-easily-change-8"}],"collection":null,"disableAdverts":false,"displayDate":"2021-08-18T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why the worst parts of work can't easily change","headlineShort":"Why can't we fix bad work culture?","image":[],"imageAlignment":"centre","imageAltText":"Man eating noodles at his desk","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"The pandemic was a golden opportunity to fix the most toxic parts of work culture – yet we made many worse. Why?","summaryShort":"Despite a chance for change, some of the most toxic parts of work have got worse","tag":[],"textToSpeech":false,"creationDateTime":"2021-08-17T20:06:01.969728Z","entity":"article","guid":"93381fd6-67b7-4ffc-b68d-a41fa72fdadf","id":"worklife\u002Farticle\u002F20210812-why-the-worst-parts-of-work-cant-easily-change","modifiedDateTime":"2021-09-02T05:27:45.643224Z","project":"worklife","slug":"20210812-why-the-worst-parts-of-work-cant-easily-change","cacheLastUpdated":1634675381407},"worklife\u002Farticle\u002F20210902-why-diverse-hires-cant-always-escape-tokenism":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210902-why-diverse-hires-cant-always-escape-tokenism","_id":"6153615d45ceed6bf4122f31","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"In homogeneous organisations, even the most talented hires can feel tokenised. It's a problem that hits everyone hard.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ECheyenne’s interview to become an assistant at a large New York City hair salon only lasted five minutes before she got the job. \u003C\u002Fp\u003E\n\u003Cp\u003EThere were dozens of employees at the salon, but few were black like Cheyenne. At first, she was excited for the chance to improve her skills, and maybe even open some doors for those coming up after her. \u003C\u002Fp\u003E\n\u003Cp\u003EBut after a few weeks, the aspiring hairstylist says she began to feel less like a welcomed addition and more like a prop. She says out of the approximately 40 stylists, only one was black. And Cheyenne was one of just a few black assistants. “I realised the only other black women in the salon were always placed in areas where you could see them from the front,” says Cheyenne, 30. “It was almost like they were being showcased.” \u003C\u002Fp\u003E\n\u003Cp\u003ECheyenne says when wealthy, diverse clients would enter, staff would go out of their way to introduce her and include her in conversations. Once those patrons were gone, however, she says she was ignored by the manager, scheduled to work longer days than her counterparts and strongly encouraged to straighten her naturally curly hair to meet the salon’s unspoken “presentation standards”. Cheyenne says she didn’t have any way to prove she might have been a token hire, and didn’t want to seem “ungrateful”, given how few black people were there. \u003C\u002Fp\u003E\n\u003Cp\u003EBut when she found out from a few friendly colleagues that some of the other employees were placing bets on how long she’d survive on the job – she was told many diverse employees before her had made quick exits because they didn’t feel they belonged – Cheyenne hit her breaking point and resigned. “They were just joking about how I lasted longer than they thought I would,” says Cheyenne. “I don't think [the salon owners] were trying to be diverse. I think they were trying to \u003Cem\u003Eseem \u003C\u002Fem\u003Ediverse.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210902-why-diverse-hires-cant-always-escape-tokenism-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"I don't think [the salon owners] were trying to be diverse. I think they were trying to seem diverse – Cheyenne","id":"worklife\u002Farticle\u002F20210902-why-diverse-hires-cant-always-escape-tokenism-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ECheyenne says she was left feeling like a token: a member of a previously excluded group, often hired or promoted as a symbolic gesture toward inclusivity. Within social science, researchers define a token as an employee belonging to a minority group that constitutes less than 15% of the total population in a workplace.\u003C\u002Fp\u003E\n\u003Cp\u003EWhen a predominantly homogenous organisation attempts to appear inclusive by hiring or promoting one or two people from underrepresented communities, the feeling and perception of tokenism can hit hard. While many cope with the roadblock either out of economic necessity or as the bitter price of reaching their career goals, it can leave others at a crushing crossroads. In Cheyenne’s case, it meant leaving the industry entirely after that experience, even though she’d dreamed of doing hair since childhood, and knew she was good at it. \u003C\u002Fp\u003E\n\u003Cp\u003ETokenism can be a personal problem for the individual, setting up diverse employees to fail no matter their role or potential value in an organisation. But it can also mean trouble for everyone. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘Set up to fail from day one’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe perception of tokenism can be corrosive in small offices as well as large, high-profile workplaces, even those that appear harmonious on the surface.\u003C\u002Fp\u003E\n\u003Cp\u003EIn July, the New York Times reported white \u003Ca href=\"https:\u002F\u002Ftwitter.com\u002FPhil_Lewis_\u002Fstatus\u002F1411675647693541382?s=20\"\u003EAmerican sports broadcaster Rachel Nichols made comments on a recording\u003C\u002Fa\u003E implying her black colleague, Maria Taylor, was on the verge of being promoted at ESPN because the company was “feeling pressure” for its “record on diversity”. The publicised comments spotlighted what many employees from marginalised groups have endured behind closed doors for years: intimations that their identity, regardless of their unique skill set, is why an employer hired them.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210902-why-diverse-hires-cant-always-escape-tokenism-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Having that level of visibility can definitely lead to self-doubt and some internal feelings of ‘unsureness’ – Aneika Simmons","id":"worklife\u002Farticle\u002F20210902-why-diverse-hires-cant-always-escape-tokenism-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBeing regarded as a token by colleagues – or worrying that you are one – can have long-term repercussions for an employee’s mental health.\u003C\u002Fp\u003E\n\u003Cp\u003EResearch shows a token hire – no matter how accomplished and capable – “can have higher levels of depression and stress”, says Aneika Simmons, a professor of management at Sam Houston State University, Texas. “Over time, that stress can lead to feelings of helplessness, and it can lead to feelings of de-personalisation – all of these things that can lead to burnout.”\u003C\u002Fp\u003E\n\u003Cp\u003EIn 2019, Simmons and her colleagues published an analysis of more than 80 studies in the past 25 years on the consequences of tokenism. They discovered overall, those who found themselves to be solo minorities or one of very few in a workplace were unfairly viewed as a representative of their entire minority group and \u003Ca href=\"https:\u002F\u002Fjournals.aom.org\u002Fdoi\u002Fabs\u002F10.5465\u002Famp.2015.0154\"\u003Efaced heavier scrutiny from both higher ups and their peers\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003E“These are brilliant people. I mean, these are people that are highly intelligent, highly capable. But that continued pressure of having that level of visibility can definitely lead to self-doubt and some internal feelings of ‘unsureness’,” says Simmons.\u003C\u002Fp\u003E\n\u003Cp\u003EThe researchers found some exceptions, namely men working in traditionally women-dominant fields, like nursing and teaching. In those instances, men could attain higher positions more quickly than women. But in most areas, Siri Chilazi, a gender and organisations researcher at Harvard Kennedy School, says an employee who is considered a token can be “set up to fail from day one”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210902-why-diverse-hires-cant-always-escape-tokenism-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Sceptical man","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210902-why-diverse-hires-cant-always-escape-tokenism-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Research shows that their voices get drowned out in deliberations,” says Chilazi, who has advised Fortune 500 companies, start-ups and academic institutions on issues of equality. “They're more likely to be interrupted in meetings. They are less likely if they make a contribution or idea or suggestion [to be given the] same due consideration as ideas voiced by majority members.”\u003C\u002Fp\u003E\n\u003Cp\u003EChilazi says those in the minority are often not given the same “assumption of credibility” as everyone else, usually the result of unconscious bias. And that can prevent a level playing field to succeed.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ECementing stereotypical views \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EUnsurprisingly, these effects can contribute to higher turnover and, consequently, lower morale – something that not only affects the individual, but the entire organisation.\u003C\u002Fp\u003E\n\u003Cp\u003E“Tokenism hurts company culture not only today, but well into the future, because it cements stereotypical views about who is ‘ready’ or ‘competent’ or ‘successful’ or ‘a leader’,” says Chilazi. When those narrow parameters persist, and only workers who fit a traditional mould are given opportunities to shine, organisations can “lose out on competent and high-performing employees for no reason”.\u003C\u002Fp\u003E\n\u003Cp\u003EFor companies aiming to be more inclusive and representative, particularly in higher ranks, one way to help new employees feel like they belong is through “cluster hiring”.\u003C\u002Fp\u003E\n\u003Cp\u003EThis type of hiring strategy, which involves hiring a cohort of people across disciplines or departments simultaneously, began largely at colleges and universities trying to diversify their faculty. Researchers documented \u003Ca href=\"http:\u002F\u002Furbanuniversitiesforhealth.org\u002Fmedia\u002Fdocuments\u002FFaculty_Cluster_Hiring_Report.pdf\"\u003Eresults of cluster hiring\u003C\u002Fa\u003E at 10 public research universities in a 2015 report. “We found that the practise can increase diversity if it's intentional,” says Julia Michaels, who managed the project, and is now the executive director for the Center for Public University Transformation at the Association of Public and Land-Grant Universities in Washington, DC. “Intent really matters.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210902-why-diverse-hires-cant-always-escape-tokenism-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Woman watching presentation","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210902-why-diverse-hires-cant-always-escape-tokenism-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EExperts say cluster hiring is gaining momentum outside post-secondary institutions as well. There’s a growing body of evidence to suggest when people make multiple decisions at once, “we rely less on stereotypes and biases in that decision-making process, and the outcomes of our decisions are more diverse”, says Chilazi. Prejudices may also become easier to spot.\u003C\u002Fp\u003E\n\u003Cp\u003E“Oftentimes what I see is [organisations] run the numbers once a year at the end of the year. So, it's retrospective, it's looking back and they go, ‘oh my goodness, we hired nine senior level people and eight of them are men’,” says Chilazi. “They basically had no idea because they were each individual appointments, throughout the year, spread around. Different people were probably in charge of making those decisions. And no one was tracking the numbers as you go. If they had made those nine appointments in a cluster at the same time, it would have been painfully obvious.”\u003C\u002Fp\u003E\n\u003Cp\u003EChilazi says changes need to happen at the top, but also among workers who are part of majority groups, by calling out exclusionary behaviour, and practicing more inclusive actions. For supervisors, that can mean ensuring all employees, including and especially those who are ‘onlys’ in the room, are heard in meetings and have equal access to opportunities. For colleagues, it can be as simple as showing new hires around, inviting them to after-work social activities and offering a friendly ear for support. \u003C\u002Fp\u003E\n\u003Cp\u003EAnd if you feel you’re being tokenised at work, Simmons suggests becoming familiar with your company’s guiding principles and your own job description. “If behaviour within an organisation is appearing to marginalise them and violate company core values, they can be used to undergird conversations with leadership about a lack of opportunity,” says Simmons.\u003C\u002Fp\u003E\n\u003Cp\u003EOpening a discussion with the boss isn’t always that easy, comfortable or even possible. Cheyenne said she tried talking to her manager, but even an attempt at casual conversation in the elevator was rebuffed. What she had hoped would be an opportunity to get a foot in the door at that Manhattan hair salon left her “burned out” and “discouraged”. She says leaving was the best decision for her, but that doesn’t mean the effects of feeling tokenised departed when she did. The experience shakes her confidence to this day, she says, making her constantly question “the validity of my successes or rejections”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210902-why-diverse-hires-cant-always-escape-tokenism-8"}],"collection":[],"disableAdverts":false,"displayDate":"2021-09-07T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why diverse hires can't always escape tokenism","headlineShort":"Why diverse hires are 'set up to fail'","image":[],"imageAlignment":"centre","imageAltText":"Group at meeting","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"Woman watching presentation","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"In homogeneous organisations, even the most talented hires can feel tokenised. It's a problem that hits everyone hard.","summaryShort":"Why even the most talented diverse hires can't escape tokenism","tag":[],"textToSpeech":false,"creationDateTime":"2021-09-06T19:48:42.677798Z","entity":"article","guid":"3938f30f-7072-44c0-8ab5-ba462a3807b2","id":"worklife\u002Farticle\u002F20210902-why-diverse-hires-cant-always-escape-tokenism","modifiedDateTime":"2021-09-07T12:43:24.744159Z","project":"worklife","slug":"20210902-why-diverse-hires-cant-always-escape-tokenism","cacheLastUpdated":1634675381407},"worklife\u002Farticle\u002F20211015-what-does-being-a-cultural-fit-actually-mean":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20211015-what-does-being-a-cultural-fit-actually-mean","_id":"616f1feb45ceed3ec42b9053","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fsophia-epstein"],"bodyIntro":"Recruiters hire candidates they think will fit with the company culture. But this is a process rife with biases – and keeps workers from roles they deserve.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EJob rejections are like break ups – they’re never fun, but some are worse than others. \u003Cem\u003E‘We were impressed by your resume, but you’re not a cultural fit’\u003C\u002Fem\u003E is the \u003Cem\u003E‘it’s not you, it’s me’\u003C\u002Fem\u003E of job rejections. It’s vague, confusing and almost always means there was something about you personally they didn’t like, but didn’t want to say out loud.\u003C\u002Fp\u003E\n\u003Cp\u003ESandra Okerulu experienced this firsthand earlier this year. She applied for a role at a New York-based company and had an interview which went “perfectly”, she says. The company told her that her experience was what they were looking for, and she’d get an email about a second interview shortly. But she heard nothing for days.\u003C\u002Fp\u003E\n\u003Cp\u003E“Then I got an email saying I wasn’t a good fit, so they went with somebody else,” she says. “I wondered what would have been a good fit, because my resume matched up to what the company was looking for. So, is it because I’m not a guy, or is it because of my sexual orientation or the colour of my skin? You think about stuff like that.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20211015-what-does-being-a-cultural-fit-actually-mean-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09ytxc8"],"imageAlignment":"centre","imageAltText":"Woman looks at computer with disappointment","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211015-what-does-being-a-cultural-fit-actually-mean-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOf course, candidates understand job interviews are about more than checking qualifications. They’re also compatibility assessments – if your working style and behaviours mean you’ll function well within an organisation. The problem is that too often, these assessments are subjective – and it’s well known that people are biased in favour of people like them. That can mean candidates who look, act or sound different to recruiters are at an immediate disadvantage.\u003C\u002Fp\u003E\n\u003Cp\u003EBeing assessed – or dismissed – for ‘cultural fit’ is an issue that affects workers of all stripes. A rejection can leave demoralised candidates struggling to decode what they did wrong. “I actually cried for days about it because I just knew there was more behind it, but I couldn't put my finger on it,” says Okerulu. It can also leave certain workers unable to access particular roles or sectors. And research shows it’s actually in companies’ interests to stop doing it if they want to build better teams.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EValue judgment\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ECultural fit is supposed to indicate whether your working preferences and values match the company you’re applying to join. If you want to work from home, for example, you’d fit well in a company with a work-from-home policy. If you’re a staunch environmentalist, you won’t be a cultural fit for a pro-coal-mining lobby. And if you’re keen to preserve work-life balance, then a just-finding-its-feet start-up likely isn’t a great fit. \u003C\u002Fp\u003E\n\u003Cp\u003EIn reality, however, the definition of cultural fit can vary widely. For some recruiters, it can mean simply: will we get along? Wanting to socialise with new colleagues isn’t a bad thing, but it becomes a problem when your opinion of an applicant becomes the deciding factor.\u003C\u002Fp\u003E\n\u003Cp\u003E“We tend to recruit people that are very similar to ourselves, or very similar to groups of people we already work with,” says UK-based organisational psychologist Gemma Leigh Roberts. ‘Similar’ can mean anything from similar personalities and social preferences to physical attributes. The well-documented principle of \u003Ca href=\"https:\u002F\u002Fwww.annualreviews.org\u002Fdoi\u002Fabs\u002F10.1146\u002Fannurev.soc.27.1.415\"\u003Ehomophily\u003C\u002Fa\u003E indicates that similarity breeds connection, in every setting from marriage to work. “So sometimes, when someone’s talking about a candidate not being a cultural fit, that’s what they're talking about,” says Roberts, “and that’s not acceptable feedback”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211015-what-does-being-a-cultural-fit-actually-mean-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Being assessed – or dismissed – for ‘cultural fit’ is an issue that affects workers of all stripes","id":"worklife\u002Farticle\u002F20211015-what-does-being-a-cultural-fit-actually-mean-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThis kind of decision-making can arbitrarily cut qualified candidates out of the running. During a study of hiring practices in elite banks and other service firms, Northwestern University management professor Lauren Rivera found that \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002Ffull\u002F10.1177\u002F0003122412463213\"\u003Einterviewers would look to their own backgrounds and experience\u003C\u002Fa\u003E to determine what predicts good performance, then discount candidates who didn’t share those same qualities. Sometimes this was done unconsciously, other times it was overt. At one bank, they only wanted lacrosse players. “They said, ‘All the MDs [managing directors] here play lacrosse, so that’s why we look for a lacrosse player. He’ll do awesome here,’” Rivera explained on a \u003Ca href=\"https:\u002F\u002Fwww.ted.com\u002Ftalks\u002Fworklife_with_adam_grant_reinventing_the_job_interview\u002Ftranscript?language=en\"\u003Epodcast\u003C\u002Fa\u003E. When she asked if they ever hired people who didn’t play lacrosse, they said, “No”.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EHiring for the status quo\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ELacrosse could be substituted for anything: a college paper editor, an Ivy Leaguer, someone well-spoken with straight teeth and a sharp wardrobe. The elements that could influence perceptions of cultural fit are myriad, and will of course differ among workplaces. Yet the outcomes of relying on cultural fit when hiring are more uniform. \u003C\u002Fp\u003E\n\u003Cp\u003E“Recruiting people that always ‘fit’ the culture is really dangerous, especially from a diversity perspective,” says Roberts, the organisational psychologist. And it can happen anywhere. “I've seen biases in small, fast-paced start-ups in the tech world,” she says, “and I've seen it in huge global banking institutions that have been around for hundreds of years.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211015-what-does-being-a-cultural-fit-actually-mean-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"When companies reject applicants based on cultural fit, they are likely perpetuating racism, ageism and sexism in the process","id":"worklife\u002Farticle\u002F20211015-what-does-being-a-cultural-fit-actually-mean-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EHiring for cultural fit tends to favour the status quo in the company, whether that relates to race, gender, age, socioeconomic level or even lacrosse abilities. That makes it harder for anyone who doesn’t ‘fit the mould’ to get into sectors where they are currently under-represented.\u003C\u002Fp\u003E\n\u003Cp\u003EWhite men still have an overall advantage in terms of cultural fit, as \u003Ca href=\"https:\u002F\u002Fthesocietypages.org\u002Fspecials\u002Ffortune-500-ceos-2000-2020-still-male-still-white\u002F\"\u003Ealmost 90%\u003C\u002Fa\u003E of Fortune 500 CEOs fit that demographic. Women, especially women of colour, workers from minority groups and gender non-binary individuals have to deal with a different type of glass ceiling.\u003C\u002Fp\u003E\n\u003Cp\u003EFor example, a third of employers say they are \u003Ca href=\"https:\u002F\u002Fwww.indy100.com\u002Fnews\u002Ftransgender-workers-employers-less-likely-hire-lgbt-workplace-report-8401021\"\u003E‘less likely’ to hire transgender workers\u003C\u002Fa\u003E, according to a 2018 report. Hiring discrimination against black applicants in the US \u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2017\u002F10\u002Fhiring-discrimination-against-black-americans-hasnt-declined-in-25-years\"\u003Ehasn’t declined in 25 years\u003C\u002Fa\u003E, a 2017 study showed. That’s not surprising considering, across all the US companies with more than 100 employees, black people make up just \u003Ca href=\"https:\u002F\u002Fwww.wsj.com\u002Farticles\u002Fwhy-are-there-still-so-few-black-ceos-11601302601\"\u003E3% of executive and senior-level roles\u003C\u002Fa\u003E (that includes just four black Fortune 500 CEOs).\u003C\u002Fp\u003E\n\u003Cp\u003EOther groups are affected, too. Tech companies in Silicon Valley, for example, reportedly \u003Ca href=\"https:\u002F\u002Fwww.ft.com\u002Fcontent\u002Fd54b6fb4-624c-11e7-91a7-502f7ee26895\"\u003Edo not see older job candidates as a good fit\u003C\u002Fa\u003E. In fact, a 2021 report from employment non-profit Generation found \u003Ca href=\"https:\u002F\u002Fwww.generation.org\u002Fwp-content\u002Fuploads\u002F2021\u002F07\u002FMeeting-the-Worlds-Midcareer-Moment-July-2021.pdf\"\u003Ethat only 15% of hiring managers\u003C\u002Fa\u003E, across seven countries, saw over-45s applying to entry-level positions as a good cultural fit. Extroverts, meanwhile, are usually seen as more of a ‘fit’ than introverts, as businesses have a \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Fbusiness-to-business\u002F2018\u002Ffeb\u002F23\u002Fhow-extroverts-are-taking-the-top-jobs-and-what-introverts-can-do-about-it\"\u003Elong\u003C\u002Fa\u003E \u003Ca href=\"https:\u002F\u002Fwww.linkedin.com\u002Fpulse\u002Fmanifesto-introversion-diversity-inclusion-belonging-glen-cathey\u002F\"\u003Ehistory\u003C\u002Fa\u003E of rewarding confident talkers. People with disabilities have to apply for \u003Ca href=\"https:\u002F\u002Fwww.independent.co.uk\u002Fnews\u002Fuk\u002Fhome-news\u002Fdisabled-people-jobs-applications-more-able-bodied-stats-employment-a7970701.html\"\u003E60%\u003C\u002Fa\u003E more jobs than those without. And fat people are seen as \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpmc\u002Farticles\u002FPMC4853419\u002F\"\u003Eless suitable\u003C\u002Fa\u003E candidates.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211015-what-does-being-a-cultural-fit-actually-mean-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09ytxyp"],"imageAlignment":"centre","imageAltText":"Woman sits across from two people interviewing her","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211015-what-does-being-a-cultural-fit-actually-mean-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThat means that when companies reject applicants based on cultural fit, they are likely perpetuating racism, ageism and sexism in the process. “Culture fit is a cop out,” says Bayo Adelaja, CEO of diversity consultancy Do It Now Now in London. “They’re not saying, ‘we don’t think you’ll get along with people’. They’re saying, ‘we’re lazy; we don't want to do the work to include this new human being’.” It’s a lot easier to cite ‘cultural fit’ in a job rejection email than interrogate your own personal biases to ensure they’re not clouding your judgement.\u003C\u002Fp\u003E\n\u003Cp\u003EIn fact, there’s a significant downside for companies who rely on cultural fit: they can end up very homogenous. Research shows that teams with a diverse mix of genders, races and sexual orientations are actually better for business. They are more likely to improve market share, develop new products and win endorsement from decision-makers.\u003C\u002Fp\u003E\n\u003Cp\u003E“It’s not about liking each other,” says HR consultant and ex-Netflix chief talent officer Patty McCord. “We’re coming together at work to be a team, to deliver something on behalf of our customers, clients or constituents.” To do that properly, companies need people who have different perspectives. “If you go out to hire people who are just like you, it’s unlikely you’re going to solve a problem that people just like you haven't already solved,” she says.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘Cultural add’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ESome companies are aware of issues that come with hiring for cultural fit. And although some are trying to evolve, the problem currently persists.\u003C\u002Fp\u003E\n\u003Cp\u003EFor many underrepresented groups, the threat of cultural fit pushes them to tone down who they are. “People actively try to edit their CVs to take out their culture, anything that resembles it, so that they are more likely to get some interviews,” says diversity consultant Adelaja.\u003C\u002Fp\u003E\n\u003Cp\u003EOthers resort to modifying aspects of how they present or behave in an effort to fit in. Gustavo Razzetti, Chicago-based CEO of consultancy Fearless Culture, saw this happen when he was working with a tyre manufacturing company. A key member of the leadership team was a very extroverted, aggressive white male, and people were being hired who’d get along with him. But some introverts got jobs by putting on a front. “They had to pretend that they were like him in order to be hired, and in order to succeed,” says Razzetti. “They were pretending to be someone else just to please the boss, and they were really unhappy.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211015-what-does-being-a-cultural-fit-actually-mean-8"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"\"If you try to maintain your culture, at all costs, and you don't allow people to come and drive your culture forward, then you're not maximising the potential of your business”","id":"worklife\u002Farticle\u002F20211015-what-does-being-a-cultural-fit-actually-mean-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ERazzetti suggests that while you can’t remove intrinsic bias from an organisation, there are ways to game the system. When he applied for jobs at companies where he wasn’t an obvious fit, he would pitch himself as a wildcard. “I would tell people ‘If you’re looking for someone to keep steering the ship in this direction, that’s not me. I’ll shake things up and make a change’,” he explains. “So, I was being pre-emptive.”\u003C\u002Fp\u003E\n\u003Cp\u003EBut really, the onus should be on companies to evaluate and adjust their practices. “A lot of people still think about culture as if it's static,” explains Tara Ryan, director of people experience at London fintech startup Monzo, which recruits for ‘culture add’ not ‘culture fit’. “But if you try to maintain your culture, at all costs, and you don't allow people to come and drive your culture forward, then you're not maximising the potential of your business.”\u003C\u002Fp\u003E\n\u003Cp\u003EThe other risk is that candidates will self-select out of the hiring process – and look elsewhere, to employers with more inclusive attitudes. That’s been the case for Okerulu, who is looking for a job that’s a cultural match for her, not the other way around. “I want to know if they fit what \u003Cem\u003EI’m\u003C\u002Fem\u003E looking for.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211015-what-does-being-a-cultural-fit-actually-mean-10"}],"collection":null,"disableAdverts":false,"displayDate":"2021-10-20T18:52:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"What does being a 'cultural fit' actually mean?","headlineShort":"Why firms hire for 'cultural fit'","image":["p09ytx6c"],"imageAlignment":"centre","imageAltText":"Two men sit across from a third man interviewing for a job","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210916-why-inexperienced-workers-cant-get-entry-level-jobs","worklife\u002Farticle\u002F20210812-why-the-worst-parts-of-work-cant-easily-change","worklife\u002Farticle\u002F20210902-why-diverse-hires-cant-always-escape-tokenism"],"relatedTag":null,"summaryLong":"Recruiters hire candidates they think will fit with the company culture. But this is a process rife with biases – and keeps workers from roles they deserve.","summaryShort":"Workers aren't getting hired because they don't fit into a workplace","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2021-10-19T19:43:22.31841Z","entity":"article","guid":"80850f68-afbd-4ecb-a1cc-025fa024655a","id":"worklife\u002Farticle\u002F20211015-what-does-being-a-cultural-fit-actually-mean","modifiedDateTime":"2021-10-19T19:43:22.31841Z","project":"worklife","slug":"20211015-what-does-being-a-cultural-fit-actually-mean","cacheLastUpdated":1634675381406},"worklife\u002Farticle\u002F20210622-why-its-so-hard-to-put-boundaries-on-our-time":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210622-why-its-so-hard-to-put-boundaries-on-our-time","_id":"615361be45ceed290170e629","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Even before Covid-19, the lines between our work and private lives were blurring. As we edge out of the pandemic, why does setting better boundaries still feel so tough?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOne of my most vivid pandemic memories involves hurtling angrily down a hill on my bike. I was desperately late to meet friends for a run because I’d been caught up chatting to a colleague on a messaging app. It was a Saturday morning. He’d pinged me to ask questions about a project the following week, and I’d responded. \u003C\u002Fp\u003E\n\u003Cp\u003EAccording to psychotherapists including Alivia Rose, a spokesperson for the UK Council of Psychotherapy, many people have been struggling with defining boundaries between home and work, especially as the pandemic has raged on. After years of being “already very attached to our phones”, she believes lockdowns, office closures and more limited social lives added fuel to the norm that we’re “always available”. “It’s been building... and I think the pandemic brought something to a head.” \u003C\u002Fp\u003E\n\u003Cp\u003EA poll from UK professional trade union Prospect showed more than 30% of remote workers say they have found it \u003Ca href=\"https:\u002F\u002Fprospect.org.uk\u002Fnews\u002Ftwo-thirds-of-uk-home-workers-back-a-right-to-disconnect-poll-shows\u002F\"\u003Eharder to switch off from work during the pandemic,\u003C\u002Fa\u003E and a similar proportion are working more unpaid hours than in pre-Covid-19 times. According to one global study, the \u003Ca href=\"https:\u002F\u002Fwww.atlassian.com\u002Fblog\u002Fteamwork\u002Fdata-analysis-length-of-workday-covid\"\u003Eaverage daily working time increased by 30 minutes a day\u003C\u002Fa\u003E in 2020, compared to 2019. \u003C\u002Fp\u003E\n\u003Cp\u003EAs we transition into a new post-pandemic working world, there’s no shortage of discussion about the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fexplainers-55957105\"\u003Eimpact all this has had on our mental health\u003C\u002Fa\u003E. But although most of us are increasingly aware of the dangers of blurred boundaries, figuring out how to create healthier ones seems to be much trickier. Psychologists and career coaches alike say understanding why it’s so hard is a vital step toward a more balanced future. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ETechnological convergence\u003C\u002Fstrong\u003E\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EMaya Middlemiss, who’s written books about remote working, says it’s important to take a step back to acknowledge just how much technology has normalised the lack of boundaries in our lives. As recently as 15 years ago, commuter trains were typically packed with people reading books and newspapers, rather than checking their mobiles, while fewer people took their work computers or phones home. \u003C\u002Fp\u003E\n\u003Cp\u003E“It’s only in the last four or five years that there’s been this technological convergence where every messaging application is available to every device,” says the British writer, who’s based in Valencia, Spain. This, she argues, has obviously created more freedom and flexibility around where and when we work. But it’s also “really blurred the boundaries for knowledge workers in every location”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210622-why-its-so-hard-to-put-boundaries-on-our-time-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Work is never ‘done’, [so] it's really difficult often to know when you're finished for the day, when you've done enough – Maya Middlemiss","id":"worklife\u002Farticle\u002F20210622-why-its-so-hard-to-put-boundaries-on-our-time-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAs we all know, this situation became more exaggerated as millions of people \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210217-is-it-bad-to-you-work-from-your-bed-for-a-year\"\u003Ebegan working from bedrooms\u003C\u002Fa\u003E and kitchen tables on a daily basis last year. \u003C\u002Fp\u003E\n\u003Cp\u003EAnna Vogel, a career coach from Stockholm, argues that even before the pandemic, having our work phones next to us on the sofa in the evenings, or even choosing to check office email on our personal devices, was an automatic reflex that had “crept up” on many people. “Just having the access [to technology] like that, the feeling that ‘we can do it’, made it easier for people to accept that ‘we are going to do it’,” she says. “And now we're kind of there and we don't really know how to get back.” \u003C\u002Fp\u003E\n\u003Cp\u003EMeanwhile, digitalisation itself has shifted and sped up the nature of our work, with many of us tackling a quicker and more constant flow of new tasks and information, in contrast to the analogue era, says Middlemiss. This means “that work is never ‘done’, [so] it's really difficult often to know when you're finished for the day, when you've done enough.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe challenge of corporate norms\u003C\u002Fstrong\u003E\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ESome businesses and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210517-can-the-right-to-disconnect-exist-in-a-remote-work-world\"\u003Eeven national governments\u003C\u002Fa\u003E are starting to tackle these challenges head on with specific policies, for example banning emails out-of-hours, or encouraging staff to turn off notifications at weekends. But in many workplaces, says Vogel, the shift towards “limitless, boundaryless” communication possibilities has created strong corporate norms that are tricky to untangle for those craving a better balance. \u003C\u002Fp\u003E\n\u003Cp\u003EThat was the case for Angelica Sykes, 28, who, until recently, had worked in marketing for tech and finance firms in Europe and Asia since leaving school. “One boss would call me at 5 a.m. and I would be expected to answer. I worked during my annual leave, and there were always emails coming in,” she reveals.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210622-why-its-so-hard-to-put-boundaries-on-our-time-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Anna Vogel","imageOrientation":"square","id":"worklife\u002Farticle\u002F20210622-why-its-so-hard-to-put-boundaries-on-our-time-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWith many colleagues working similarly hard, she describes the situation as “very normalised to the point I didn’t see an issue with it”. It was only after she switched to a job at a consultancy firm with a much bigger focus on boundary setting that she realised how “bonkers” and “unhealthy” her routines had become. She still sometimes gets messages outside standard working hours, because her team is encouraged to work flexibly, but knows she’s no longer expected to respond immediately. “When I see an email now, I'm not filled with dread.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EEconomic insecurity\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EMiddlemiss says a core problem at companies where ‘always-on’ has become the norm, is that staff can be too worried to speak up in case of potential repercussions. Some are concerned about being viewed as less hard-working. Others – especially during the pandemic – daren’t speak up due to a more “general insecurity about the future of the job or their organisation”. \u003C\u002Fp\u003E\n\u003Cp\u003E“I was so scared of losing my job,” agrees Sykes. “The pandemic made that so much worse because the market was so volatile, particularly for people in marketing.” \u003C\u002Fp\u003E\n\u003Cp\u003EMiddlemiss’ advice for those working for companies without a clear strategy for how and when it’s appropriate to unplug is to “start modelling the behaviour that you think would be ideal to iterate towards”. For example, using public channels like Slack to over-communicate what you’re working on, when you’ll be available and when you’re planning to go offline. She accepts, however, that this may be easier said than done. “I do appreciate that if you're not in that [managerial] position, it's much harder to initiate it and be the changemaker,” she says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210622-why-its-so-hard-to-put-boundaries-on-our-time-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"One boss would call me at 5 a.m. and I would be expected to answer – Angelica Sykes","id":"worklife\u002Farticle\u002F20210622-why-its-so-hard-to-put-boundaries-on-our-time-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIf shifting your own communication style doesn’t help the situation, Vogel advises discussing your concerns directly with other colleagues and identifying whether there are common concerns that you can share with your manager as a group. “When we come together, that’s when we can make a change,” she argues. In 2021, “most people know” that \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20190912-what-wartime-munitionettes-can-teach-us-about-burnout?\"\u003Eunrested, stressed employees aren’t likely to perform at their best\u003C\u002Fa\u003E, she argues, but it might be worth reminding bosses of the evidence. That said, the Swedish career coach acknowledges that these kinds of open conversations might go down better in countries like hers, which have a \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20151124-the-best-city-for-working-families\"\u003Elong history of celebrating balance\u003C\u002Fa\u003E, than in parts of Asia or the US which have “a longer way to go” when it comes to embracing boundaries and flexible working. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EHow we think about work\u003C\u002Fstrong\u003E\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhile external factors like technologies, managers, business culture and even national norms clearly have a major impact, experts agree that the way we approach boundaries also has a lot to do with how we think and act as individuals. \u003C\u002Fp\u003E\n\u003Cp\u003EAlivia Rose at the UK Council of Psychotherapy says some of us simply feel more guilty than others about logging off and embracing our free time. That can make it harder to ignore notifications or postpone tasks, even if we know they’re not urgent, like I did when I spent that Saturday morning messaging a colleague. \u003C\u002Fp\u003E\n\u003Cp\u003E“People just immediately ‘become’ guilty and then act on it,” says Rose. “But the key is to start bringing some awareness to the situation.” She advises asking ourselves why we’re feeling guilty in that moment and who exactly is pushing us to react. “We tend to find out there isn’t anybody doing it, that is our own quite pushy boss that we have inside ourselves saying ‘work, work, work’ endlessly, and we have to interrupt that by questioning ourselves, how rational is this?” \u003C\u002Fp\u003E\n\u003Cp\u003EThe next step, advises Vogel, is to “stay with the feeling of guilt without acting on it”. So, even if your colleagues have got used to you responding to messages late at night, “experiment and see what happens if you answer at nine o'clock next morning. In many cases, nothing will happen.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210622-why-its-so-hard-to-put-boundaries-on-our-time-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Woman on her laptop in bed","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210622-why-its-so-hard-to-put-boundaries-on-our-time-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESetting healthy boundaries is also strongly connected to how we value work, says Vogel. People who enjoy their jobs or \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210409-why-we-define-ourselves-by-our-jobs\"\u003Esee them as a core part of their identities\u003C\u002Fa\u003E can often be tempted to work harder and put in longer hours, and put less value on “rest, play, breaks, good sleep and exercise”. \u003C\u002Fp\u003E\n\u003Cp\u003EDuring the pandemic, she says, some of us also ended up with a skewed balance because we lost other aspects of our lives that added meaning and value. “I hear a lot from coaching clients that they don't find a place to really ‘refill’ outside of work because they don’t see people in the same way as before,” she says. “It’s like ‘why am I going to close the computer?’, ‘what am I going to do?’ ‘I don’t feel like watching Netflix so, okay, I might as well work’.” \u003C\u002Fp\u003E\n\u003Cp\u003EWith mass vaccination programmes around the world now nudging many of us into a new normal and helping to bring back more options for how we spend our leisure time, her best advice is simply to keep reminding ourselves that creating – and enjoying – boundaries is good for us. “How (and what time) you re-charge and rest is very individual, the most important thing is that we get it in one way or another,” says Vogel. “It’s about allowing yourself to do that. To see that this is just as important as being productive.” \u003C\u002Fp\u003E\n\u003Cp\u003EAs for me, I still sometimes struggle to take a breath before responding to every work message. But I’ve asked my clients to help me, by sticking to emails instead of the online platforms I also use for private socialising. Truth be told, I’m still sometimes in a rush for my Saturday runs, but these days that’s usually down to lingering over my morning tea, rather than responding to pings from my colleagues.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210622-why-its-so-hard-to-put-boundaries-on-our-time-8"}],"collection":null,"disableAdverts":false,"displayDate":"2021-06-28T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why it’s so hard to put boundaries on our time","headlineShort":"How to claw back your personal time","image":[],"imageAlignment":"centre","imageAltText":"Man checks his phone while riding a bike","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":[],"relatedStories":[],"relatedTag":null,"summaryLong":"Even before Covid-19, the lines between our work and private lives were blurring. As we edge out of the pandemic, why does setting better boundaries still feel so tough?","summaryShort":"Work is creeping into personal time more than ever. How do we draw red lines?","tag":[],"textToSpeech":false,"creationDateTime":"2021-06-27T20:02:56.676036Z","entity":"article","guid":"a16b8cd2-c003-450f-8d28-317c05757c70","id":"worklife\u002Farticle\u002F20210622-why-its-so-hard-to-put-boundaries-on-our-time","modifiedDateTime":"2021-10-14T08:25:23.172112Z","project":"worklife","slug":"20210622-why-its-so-hard-to-put-boundaries-on-our-time","cacheLastUpdated":1634675381407},"worklife\u002Farticle\u002F20210426-why-we-may-be-measuring-burnout-all-wrong":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210426-why-we-may-be-measuring-burnout-all-wrong","_id":"6153601345ceed693270c021","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"The pandemic has pushed many to the brink. But although we're exhausted and overwhelmed, some experts say we're not actually as burned out as we may think.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOn lots of occasions, I’ve told myself – and my friends and colleagues – that I’m experiencing burnout. Making a living as a freelancer can often mean working long hours, and trying to keep a lot of very different plates spinning at once. A few times a year, I hit what feels like a creative wall: I’m fresh out of good ideas, and I just really need to nap. For a long time, I’ve been calling that burnout. But I’ve been wrong.\u003C\u002Fp\u003E\n\u003Cp\u003EWe tend to think of \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20190610-how-to-tell-if-youve-got-pre-burnout\"\u003Eburnout\u003C\u002Fa\u003E as an intangible – one of those things we can’t define, and we just know when we feel it. Right now, more of us may be feeling it than ever. In this stage of the pandemic, after more than a year spent trying to navigate its challenges, the general feeling is that we’ve all hit the wall.\u003C\u002Fp\u003E\n\u003Cp\u003EBut there \u003Cem\u003Eis\u003C\u002Fem\u003E a scientific definition of burnout, and standards by which to measure it. And based on that criteria, a lot of folks who think they’re burnt out – myself included – really aren’t. That doesn’t mean we aren’t on the way there, though, and understanding how to really measure burnout can help individuals and organisations change course before it’s too late.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhat burnout is – and isn’t\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIn 1981, Christina Maslach, a professor of psychology at the University of California, Berkeley, developed the \u003Ca href=\"https:\u002F\u002Fonlinelibrary.wiley.com\u002Fdoi\u002Fabs\u002F10.1002\u002Fjob.4030020205\"\u003EMaslach Burnout Inventory\u003C\u002Fa\u003E (MBI), to define and measure the condition.\u003C\u002Fp\u003E\n\u003Cp\u003E“The challenge is people use the term to mean different things,” says Maslach. “It’s a catchy term, so people apply it to all kinds of stuff. So, are we all speaking the same language?”\u003C\u002Fp\u003E\n\u003Cp\u003EThe MBI attempts to clarify the subject by evaluating burnout based on three criteria: exhaustion or total lack of energy, feelings of cynicism or negativity toward a job and reduced efficacy or success at work. Respondents get scores in all three areas along a continuum, from more positive to more negative. A burnout profile requires a negative score in all three.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210426-why-we-may-be-measuring-burnout-all-wrong-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"People use burnout as a synonym for tired, and they’re missing the point that there’s a world of difference between those two states – Michael Leiter","id":"worklife\u002Farticle\u002F20210426-why-we-may-be-measuring-burnout-all-wrong-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“There’s a tendency to think if you score negatively on one measure, you’re burnt out,” says Maslach, but that’s an incorrect usage of the MBI. The biggest misconception about burnout, adds Michael Leiter, a Nova Scotia-based organisational psychologist and the co-author, with Maslach, of The Truth About Burnout, is that it’s the same as exhaustion.\u003C\u002Fp\u003E\n\u003Cp\u003E“People use burnout as a synonym for tired, and they’re missing the point that there’s a world of difference between those two states,” says Leiter. He gives the example of obstetricians, who often work chaotic schedules. “They’re delivering babies at all hours of the night, and they’re totally exhausted, but they’re bringing new life into the world, and making people’s lives better, and they care about that work. That’s overextended and exhausted, but it’s not burnout.”\u003C\u002Fp\u003E\n\u003Cp\u003EThere are plenty of others who meet one of the MBI criteria. “The second largest group, after people who are just exhausted, is people who aren’t fully engaged,” says Leiter. “They’re going to work and it’s not exciting, it just pays the bills. There’s another group that are just cynical. They don’t care about the clientele, or the work.” Still others may have low efficacy, with careers that are stalled for one reason or another.\u003C\u002Fp\u003E\n\u003Cp\u003EBut fewer people can report that all three conditions apply. I can’t. While I’ve definitely experienced exhaustion, and even some disengagement, I still love what I do and haven’t become cynical about my work. It takes all three – exhaustion, cynicism and lack of efficacy – to get what’s scientifically defined as burnout. The majority of us aren’t there.\u003C\u002Fp\u003E\n\u003Cp\u003E“It’s not an epidemic; it’s over-diagnosed,” says Leiter. But that doesn’t mean there isn’t a problem, or that conversations around burnout aren’t increasing for a reason. “Qualities of burnout \u003Cem\u003Eare\u003C\u002Fem\u003E on the rise,” concedes Leiter. “Certainly, more people are heading in that direction.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EBurnout isn’t black and white \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EBurnout is a spectrum, and most of us are on it. Early this year, when job search site Indeed surveyed 1,500 US workers across ages and industries, more than \u003Ca href=\"https:\u002F\u002Fwww.indeed.com\u002Flead\u002Fpreventing-employee-burnout-report\"\u003Ehalf reported that they’re experiencing burnout\u003C\u002Fa\u003E. And more than two-thirds said the pandemic had made burnout worse.\u003C\u002Fp\u003E\n\u003Cp\u003EThat survey did not use the MBI, and chances are most of those respondents were using the colloquial definition of burnout, not the scientific one. But while burnout – the kind defined by three negative MBI scores – is a profile that Maslach says typically applies to 10% to 15% of people, that doesn’t mean everyone else is all the way on the other end of the spectrum.\u003C\u002Fp\u003E\n\u003Cp\u003EIn fact, Maslach and Leiter’s newer research identifies three profiles in between: \u003Ca href=\"https:\u002F\u002Fwww.sciencedirect.com\u002Fscience\u002Farticle\u002Fpii\u002FS2213058615300188\"\u003Eoverextended, ineffective and disengaged\u003C\u002Fa\u003E. Evidence suggests more than half of employees fall into one of these profiles, with a strong negative score in exhaustion, efficacy or cynicism. They’re not yet burnt out – but they’re on the way.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210426-why-we-may-be-measuring-burnout-all-wrong-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210426-why-we-may-be-measuring-burnout-all-wrong-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EFor people in many professions, says Leiter, things have only got worse as a result of the pandemic, with efficacy issues especially becoming overwhelming.\u003C\u002Fp\u003E\n\u003Cp\u003E“Schoolteachers have struggled to continue teaching, and haven’t felt accomplished,” he says. “They just know they’re not being the teacher they were before, and that’s discouraging. It’s the same for physicians. It’s improved, but early in the game there were no protocols for dealing with Covid, and everything they were doing was wrong.”\u003C\u002Fp\u003E\n\u003Cp\u003EThose issues have shifted the data on burnout. A study conducted between March and June of 2020 administered a series of tests, including a burnout inventory similar to the MBI, to more than 3,500 healthcare workers in the UK, Poland and Singapore. Just under \u003Ca href=\"https:\u002F\u002Fjournals.plos.org\u002Fplosone\u002Farticle?id=10.1371\u002Fjournal.pone.0238666\"\u003E67% measured as burnt out\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EWhile historically the true burnout profile for employees in all professions hovers just above 10%, Maslach says “that’s clearly gone up” in light of the pandemic. Now, she believes, it may be closer to 20%.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd that’s a huge problem, because true burnout can’t be fixed with a vacation or a wellness retreat.\u003C\u002Fp\u003E\n\u003Cp\u003E“When people really get to the extreme, the vast majority can’t go back to the same employer or the same kind of work,” says Leiter. “They have to \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201112-has-the-meaning-of-work-changed-forever\"\u003Echange careers\u003C\u002Fa\u003E. Burnout runs so deep – just even the feel of going into that building, or that \u003Cem\u003Esort \u003C\u002Fem\u003Eof building can be a trigger. It very often prompts career change.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhy measurement matters \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAvoiding true burnout on a wide scale is vital, especially because it could mean a drain of qualified people from skilled professions. That’s where the MBI, and tests like it, become invaluable tools.\u003C\u002Fp\u003E\n\u003Cp\u003ELearning that I was not, in fact, experiencing real burnout was helpful. I was able to evaluate what I was actually feeling (overextension), and start thinking about what was causing that and what changes I could make. That is the point of a burnout inventory; it’s not really about diagnosing or ruling out burnout. In fact, says Maslach, “it’s not a diagnostic tool at all. People have misused it that way, but it’s a research measure.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210426-why-we-may-be-measuring-burnout-all-wrong-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"It’s not an epidemic; it’s over-diagnosed – Michael Leiter","id":"worklife\u002Farticle\u002F20210426-why-we-may-be-measuring-burnout-all-wrong-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThough it’s administered to individuals, what the MBI is really designed to measure is their environment. “If there are negative scores, it doesn’t mean the problem is the individual. It’s what they’re responding to,” says Maslach. “You’re not trying to figure out who it’s happening to, you’re trying to figure out whyit’s happening. You don’t use it by itself, you use it with other data to say \u003Cem\u003Ewhy \u003C\u002Fem\u003Eis the pattern of scores the way it is? Those scores should be used as warning signals.”\u003C\u002Fp\u003E\n\u003Cp\u003EAn organisation seeing scores on the negative end of the spectrum should be acting quickly, says Maslach, and that doesn’t mean \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210319-can-companies-actually-help-workers-stay-happy-and-healthy\"\u003Eoffering yoga classes or mindfulness seminars\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003E“Work is getting tougher, longer and harder to do. People are working more hours because they’re scared they won’t get a promotion, or will lose their job. Doing more with less is at the heart of corporate culture, and that’s not how people do the best work,” she says. “There’s this gigantic self-care industry out there all focused on how to cope with that stress; but to prevent, or reduce, or eliminate burnout, it’s not about fixing the people. It’s about fixing the job.”\u003C\u002Fp\u003E\n\u003Cp\u003EIt’s not actually about measuring how many workers are or are almost burnt out, says Maslach. It’s about identifying workplaces with unmanageable workloads, and using that information to give employees more control, better tools and the discretion to figure out how to do their jobs better – without burning out.\u003C\u002Fp\u003E\n\u003Cp\u003E“There’s that old saying, ‘if you can’t stand the heat, get out of the kitchen,’” says Maslach. “The thrust of our argument is, why don’t you change the heat? How about redesigning the kitchen?”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210426-why-we-may-be-measuring-burnout-all-wrong-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-04-29T14:27:13Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why we may be measuring burnout all wrong","headlineShort":"The three components of burnout","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"The pandemic has pushed many to the brink. But although we're exhausted and overwhelmed, some experts say we're not actually as burned out as we may think.","summaryShort":"There's a scientific definition for burnout – and most don't actually meet it","tag":[],"textToSpeech":false,"creationDateTime":"2021-04-28T20:01:08.093072Z","entity":"article","guid":"e108dc11-1d63-4bab-bafc-ce192141729f","id":"worklife\u002Farticle\u002F20210426-why-we-may-be-measuring-burnout-all-wrong","modifiedDateTime":"2021-09-02T05:22:25.964226Z","project":"worklife","slug":"20210426-why-we-may-be-measuring-burnout-all-wrong","cacheLastUpdated":1634675381425},"worklife\u002Farticle\u002F20210604-why-presenteeism-always-wins-out-over-productivity":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210604-why-presenteeism-always-wins-out-over-productivity","_id":"6153600145ceed60034199a5","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fbryan-lufkin"],"bodyIntro":"If the pandemic has taught us anything about work, it's that we don't need to be pulling long hours in an office to be productive. So, why is presenteeism still so important?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIt's almost hard to imagine a time in which people spent at least 40 hours a week in a physical office (and often even longer to impress the boss). But in the pre-pandemic workforce, this kind of ‘presenteeism’ – being physically in your seat at work just to look dedicated, no matter how unproductive – was just another fact of office life. Before the pandemic, data from one UK survey showed that \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fbusiness-47911210\"\u003E80% of workers said presenteeism existed in their workplace\u003C\u002Fa\u003E, with a quarter of the respondents saying it had got worse since the prior year.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EBut now, remote work has provided bosses and workers alike with an overdue opportunity to re-evaluate this ingrained presenteeism. We've long known presenteeism is problematic: it can \u003Ca href=\"https:\u002F\u002Fwww.abc.net.au\u002Fnews\u002F2016-04-12\u002Fpresenteeism-costing-the-economy-billions\u002F7318832\"\u003Ecost a nation's economy tens of billions of dollars\u003C\u002Fa\u003E as sick people drag themselves into the office and infect others; it \u003Ca href=\"https:\u002F\u002Fwww.telegraph.co.uk\u002Fbusiness\u002F2018\u002F11\u002F23\u002Fjapan-battles-slay-presenteeism-work-culture-takes-toll\u002F\"\u003Ecreates toxic environments that lead to overwork\u003C\u002Fa\u003E, as people putting in long hours piles pressure on everyone else to do the same. We know it's productivity that matters, not being chained to your desk or computer – and it's a conversation we've been having \u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2004\u002F10\u002Fpresenteeism-at-work-but-out-of-it\"\u003Efor years\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EYet, despite a golden chance to ditch the practise amid a new work world, the emphasis on presenteeism is alive and kicking. Now, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210423-is-there-an-antidote-to-digital-intensity\"\u003Epresenteeism has simply gone digital\u003C\u002Fa\u003E: people are working longer than ever, responding to emails and messages at all hours of the day to show how 'engaged' they are. And, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210323-the-bosses-who-want-us-back-in-the-office\"\u003Eas bosses call workers back into the office\u003C\u002Fa\u003E, evidence is mounting that we perhaps haven’t moved the dial on presenteeism at all.\u003C\u002Fp\u003E\n\u003Cp\u003ESo, despite what we know, why is presenteeism still so emphasised? It’s not simply that bosses are hungering to hover over workers as they toil. Rather, subconscious biases keep the practise intact – and unless we do a better job acknowledging its harm, and set up workplaces to discourage it, we’re likely to be slaves to presenteeism forever.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhy managers still fall for presenteeism\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EClinging to a presenteeism culture just favours those “who have the time to show up early and leave late”, says Brandy Aven, associate professor of organisational theory, strategy and entrepreneurship at Carnegie Mellon University's Tepper School of Business, US. Aven also points out that this can unfairly favour some workers over others – parents may have no choice but to leave early, for example.\u003C\u002Fp\u003E\n\u003Cp\u003EYet as bad as presenteeism is, there are some indications that people who don't put in face time may actually get penalised. For example, although almost unfathomable now, \u003Ca href=\"https:\u002F\u002Fwww.nbcnews.com\u002Fnews\u002Fus-news\u002Fcoronavirus-has-lifted-work-home-stigma-how-will-shape-future-n1205376\"\u003Etelecommuting has generally been stigmatised\u003C\u002Fa\u003E as irresponsible, and has subsequently held some workers back. A 2019 study, for example, found that telecommuting workers who worked at companies in which remote work was unusual \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F336681767_Is_there_a_price_telecommuters_pay_Examining_the_relationship_between_telecommuting_and_objective_career_success\"\u003Eexperienced slower salary growth\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210604-why-presenteeism-always-wins-out-over-productivity-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09kgqlr"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210604-why-presenteeism-always-wins-out-over-productivity-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThese factors can alarm workers, many of whom have come to fear that a lack of physical office presence will stunt success. And the normalisation of remote work amid the pandemic hasn’t necessarily changed this; in 2020, researchers from human-resources software company ADP found that \u003Ca href=\"https:\u002F\u002Fuk.adp.com\u002Fabout-adp\u002Fpress-centre\u002F2020-11-03-workers-feel-the-pressure-of-presenteeism-post-covid-19.aspx\"\u003E54% of British workers felt obliged to physically come into the office at some point during the pandemic\u003C\u002Fa\u003E, especially those in their early-and mid-careers, despite the rise in flexible working.\u003C\u002Fp\u003E\n\u003Cp\u003ELeigh Thompson, professor of management and organisations at Northwestern University's Kellogg School of Business, US, says there are two key psychological phenomena that fuel presenteeism.\u003C\u002Fp\u003E\n\u003Cp\u003EThe first is the ‘mere-exposure effect’, which holds that the more a person is exposed to someone or something, the more they start to grow affinity. “If I've seen one person 10 times for every one time I’ve seen somebody else, I'm just naturally going to like them more,” explains Thompson. If a particular worker makes themselves more visible, they may naturally ingratiate themselves to others just by being there – even if the others don't realise it, or can’t pinpoint what is it they like about the ‘presentee’. “[You might say],'I don't know, I like their smile, I like their attitude – they're leadership material’,” says Thompson. And, before you know it, the presentee might get a raise or promotion.\u003C\u002Fp\u003E\n\u003Cp\u003EThis bias exists alongside another psychological concept called the ‘halo effect’: associating positive impressions of someone with their actual character. “You start to think of the person who's bringing you coffee or asking about your weekend as maybe ‘a sweet guy’ – but then I take the mental step of thinking you're a productive worker, too,” says Thompson. “You're nice, and then I immediately bloom that out to, ‘the guy must be a hard worker as well’ – even though you've given me no evidence in this coffee-cup situation to make me think that you're a hard worker.” This can lead to promotions or other benefits going to in-person workers.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EShowing up for the sake of it\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIronically, despite the potential rewards of showing your face at the office, workers aren’t actually necessarily more productive when they’re putting in that face time or working overtime. Still, workers feel the need to perform – both in person and now digitally – since managers don’t necessarily \u003Cem\u003Eknow \u003C\u002Fem\u003Etheir workers aren’t actually accomplishing anything extra.\u003C\u002Fp\u003E\n\u003Cp\u003EIn fact, during the pandemic, the number of hours worked around the world have gone \u003Cem\u003Eup\u003C\u002Fem\u003E, not down. In 2020, over the course of the year, \u003Ca href=\"https:\u002F\u002Fwww.economist.com\u002Fgraphic-detail\u002F2020\u002F11\u002F24\u002Fpeople-are-working-longer-hours-during-the-pandemic\"\u003Eaverage daily working hours\u003C\u002Fa\u003E increased by more than a half hour on average. The idea is, \u003Cem\u003Eif everyone else is online, I need to be, too\u003C\u002Fem\u003E. Many bosses only see the most visible people, so they assume those are the most productive employees.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210604-why-presenteeism-always-wins-out-over-productivity-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"As bad as presenteeism is, there are some indications that people who don't put in face time may actually get penalised","id":"worklife\u002Farticle\u002F20210604-why-presenteeism-always-wins-out-over-productivity-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThis is a relatively new problem. Back when the economy was more manufacturing-centric, it was easier to measure tangible outcomes: this gets built, this doesn’t. But “as we've shifted to a knowledge economy, it's much squishier to measure what output actually looks like”, says Scott Sonenshein, professor of organisational behaviour at Rice University's Jones Graduate School of Business in Houston, Texas. So, in lieu of something measurable, managers tend to think workers are producing as long as they’re at their desks.\u003C\u002Fp\u003E\n\u003Cp\u003EWorkers know managers value this visibly – and so they fall into the presenteeism trap, especially as they see their peers doing the same. This is especially true in times of economic instability – such as we’re experiencing right now, due to Covid-19 – when workers fear the stability of their jobs. They work because they \u003Ca href=\"https:\u002F\u002Fig.ft.com\u002Fspecial-reports\u002Fhealth-work\u002F2019\u002F\"\u003Ewant to prove they can tough out stress and excel, as well as be reliable\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, this ultimately backfires, since the quality of workers’ output suffers as a result of this rush to perform. In the UK, for instance, 35 workdays are lost per worker per year in the UK due to presenteeism, and research also shows that \u003Ca href=\"https:\u002F\u002Fwww.cnbc.com\u002F2019\u002F03\u002F20\u002Fstanford-study-longer-hours-doesnt-make-you-more-productive-heres-how-to-get-more-done-by-doing-less.html\"\u003Eproductivity plummets after working more than 50 hours a week\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EHow to stamp out presenteeism\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ENow, in an era in which work practices have undergone seismic transformations, and have triggered unprecedented scrutiny, there’s an urgent need to reduce the emphasis on presenteeism, both physically and digitally. Even though more workers don't have a place to physically be present, many still feel like they need to be virtually present at all times.\u003C\u002Fp\u003E\n\u003Cp\u003EBut, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210507-why-we-glorify-the-cult-of-burnout-and-overwork\"\u003Elike burnout\u003C\u002Fa\u003E, which also fundamentally threatens the way we work, fixing huge, existential issues including presenteeism requires a big, top-down overhaul of what’s valued in the workplace and why.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210604-why-presenteeism-always-wins-out-over-productivity-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09kgqg9"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210604-why-presenteeism-always-wins-out-over-productivity-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESonenshein says a great place to start is for workers, especially leaders, to model healthier behaviour. Once people are finished for the day, leave. Log off. Workers who hang around just to be performative can pressure other workers to do the same, which creates a vicious, toxic cycle.\u003C\u002Fp\u003E\n\u003Cp\u003EThat’s easier said than done, of course. This is why the impetus is also on managers to be more aware of why presenteeism happens – by learning about their own biases, and about phenomena like the mere-exposure and halo effects. Experts also advocate for better, clearer metrics teams can use to measure productivity beyond “who leaves the office last” or “who's responding to emails at daybreak”.\u003C\u002Fp\u003E\n\u003Cp\u003EThompson says a great place to start is simply by looking at raw performance: “I think bosses and supervisors need to ask themselves a priori; ‘Here's what my team’s going to be working on next month, or next quarter. What are my baseline expectations, and who is going above and beyond them’?\" \u003C\u002Fp\u003E\n\u003Cp\u003EThe sad truth is, though, that the hallmarks of presenteeism still exist in this new world of work. ”That's not sustainable. People are going to eventually burn out – this has been a big struggle for people for the last 15 months,” says Sonenshein. “It’s this arms race for who seems to work the most.” That the behaviour has transferred from physical desks to online shows how deeply it's ingrained in our work lives.\u003C\u002Fp\u003E\n\u003Cp\u003E“You would hope that during a pandemic, there would be a switch.” But, without a good hard look at our ingrained biases, transformation may be tough. “Unfortunately,” says Sonenshein, “I'm not sure things are really going to change.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210604-why-presenteeism-always-wins-out-over-productivity-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-06-07T15:50:17Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why presenteeism wins out over productivity","headlineShort":"Why bosses still want us in the office","image":["p09kgqcg"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210323-the-bosses-who-want-us-back-in-the-office","worklife\u002Farticle\u002F20210518-how-overwork-is-literally-killing-us","worklife\u002Farticle\u002F20210426-is-extreme-working-culture-worth-the-big-rewards"],"relatedTag":null,"summaryLong":"If the pandemic has taught us anything about work, it's that we don't need to be pulling long hours in an office to be productive. So, why is presenteeism still so important?","summaryShort":"Bosses still cling to outdated notions of presenteeism – why?","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2021-06-06T20:09:41.711785Z","entity":"article","guid":"35da7269-4b4d-48c0-a85e-9e0a97ab162d","id":"worklife\u002Farticle\u002F20210604-why-presenteeism-always-wins-out-over-productivity","modifiedDateTime":"2021-10-14T08:25:46.235266Z","project":"worklife","slug":"20210604-why-presenteeism-always-wins-out-over-productivity","cacheLastUpdated":1634675381422},"worklife\u002Farticle\u002F20211013-how-working-unpaid-hours-became-part-of-the-job":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20211013-how-working-unpaid-hours-became-part-of-the-job","_id":"616dd3e245ceed500d500db1","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Falex-christian"],"bodyIntro":"We're working more hours than ever, whether a late-night email or an early call. How did all these unpaid hours become part of the job?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhen Erik took his first job as a junior associate at an international law firm, he knew the normal rules of nine-to-five didn’t apply. Based in Hong Kong, his employer was as prestigious as it was notorious for running new recruits into the ground. Monstrous workloads and late nights were non-negotiable. \u003C\u002Fp\u003E\n\u003Cp\u003E“It’s simply a given in the legal industry,” explains Erik. “Generally, lawyers don’t get paid overtime. Very occasionally, I’d have to pull an all-nighter.” \u003C\u002Fp\u003E\n\u003Cp\u003ENow working in Beijing, Erik has moved up the corporate ladder. Further into his career, there are fewer workdays that bleed into the following morning. A conventional working week, however, remains elusive. “Working towards 40 hours a week would be a light week for me,” he says. “My hours depend on my clients’ needs – I don’t have the option of working fewer.”  \u003C\u002Fp\u003E\n\u003Cp\u003EDrawn-out days at the desk quickly rack up. In the UK, pre-pandemic, more than five million workers averaged an extra 7.6 hours a week, \u003Ca href=\"https:\u002F\u002Fwww.tuc.org.uk\u002Fnews\u002Fworkers-uk-put-more-ps35-billion-worth-unpaid-overtime-last-year-tuc-analysis\"\u003Econtributing to £35bn in unpaid overtime\u003C\u002Fa\u003E. Now, according to global figures from the ADP Research Institute, \u003Ca href=\"https:\u002F\u002Fwww.adpri.org\u002Fwp-content\u002Fuploads\u002F2021\u002F04\u002F23084556\u002FWFV-Global_2021_US_Screen_697691_162389_FV.pdf\"\u003Eone in 10 people say they work at least 20 hours a week for free\u003C\u002Fa\u003E. On average, workers are posting 9.2 hours of unpaid overtime every week. Across the world, overwork figures have sharply risen in the wake of Covid-19 – with free hours more than doubling in North America, particularly.  \u003C\u002Fp\u003E\n\u003Cp\u003ERemote working has intensified the problem. The \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Fbusiness\u002F2021\u002Ffeb\u002F04\u002Fhome-workers-putting-in-more-hours-since-covid-research\"\u003Eaverage global workday has lengthened by nearly two hours\u003C\u002Fa\u003E, and research has shown that most UK employers acknowledge \u003Ca href=\"https:\u002F\u002Fworkplaceinsight.net\u002Fover-half-of-uk-employers-say-their-staff-work-additional-unpaid-hours-every-day\u002F\"\u003Estaff work additional, unpaid hours every day\u003C\u002Fa\u003E. Workers can attribute the uptick in overtime to a loss of work-life boundaries; as commutes, offices and lunch breaks have disappeared for many knowledge workers, so too has the hard line between signing on and off. Inboxes fill over breakfast. Deadlines spill into the evenings. \u003Ca href=\"https:\u002F\u002Fwww.motherjones.com\u002Fpolitics\u002F2021\u002F09\u002Fmy-bosses-at-mckinsey-made-us-get-on-2-a-m-zoom-calls\u002F\"\u003EZoom meetings\u003C\u002Fa\u003E run into the early hours. \u003C\u002Fp\u003E\n\u003Cp\u003EFor many workers, keeping switched on beyond closing time has become the expectation rather than an exception. But it’s rarely explicitly spelled out verbally, let alone in writing. Rather, it’s a tacit understanding between employer and employee: forget contracted hours, you can only log off once you’re done for the day.  \u003C\u002Fp\u003E\n\u003Cp\u003EBut how did it get this way – and what happens next?\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe root of the problem\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ECovid-19 may have exacerbated the problem, but unpaid overtime has been part of many jobs for decades. In industrial times, employees had weekly fixed hours; working beyond closing time meant reimbursement. But by the mid-20th Century, office culture boomed, swelling ranks of salaried, middle-class professionals. The number of jobs measured by tangible output shrank. In the modern workplace, tasks could no longer be neatly delineated like on the factory floor; ambiguity over when work was ‘finished’ gave rise to unpaid overtime. \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20211013-how-working-unpaid-hours-became-part-of-the-job-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Fundamentally, it comes down to a mix-up of signals that longer hours are linked to productivity – Grace Lordan","id":"worklife\u002Farticle\u002F20211013-how-working-unpaid-hours-became-part-of-the-job-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe fact that businesses based their office hours on industry’s eight-hour workday meant that knowledge workers were already spending too long at their desks. “The type of labour many of us do today, intensive work in front of a computer, can’t cognitively be done for more than \u003Ca href=\"https:\u002F\u002Fwww.sciencedirect.com\u002Fscience\u002Farticle\u002Fabs\u002Fpii\u002FS0927537116302445\"\u003Efive hours\u003C\u002Fa\u003E a day,” says Abigail Marks, professor of the future of work at Newcastle University Business School, UK. Yet despite this, workdays gradually got longer and longer. \u003C\u002Fp\u003E\n\u003Cp\u003EGrace Lordan, associate professor in behavioural science at the London School of Economics, highlights the 1980s as a turning point. In the UK and the US, Thatcherism and Wall Street popularised the idea of increasingly long hours. If you wanted that big promotion, you had to devote yourself to the workplace – working overtime became a \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210507-why-we-glorify-the-cult-of-burnout-and-overwork\"\u003Estatus symbol\u003C\u002Fa\u003E. \u003C\u002Fp\u003E\n\u003Cp\u003E“Fundamentally, it comes down to a mix-up of signals that longer hours are linked to productivity,” explains Lordan. “In the 1950s, office workers would see their families for dinner. By the 1990s, they’d \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20211007-the-parents-who-dont-want-to-go-back-to-the-office\"\u003Ebe lucky to see them on weekends\u003C\u002Fa\u003E.” \u003C\u002Fp\u003E\n\u003Cp\u003EAs economies globalised, working hours were only going one way. But then technology hit the accelerator. By the 2010s, everyone had a digital tether that connected them to their work morning, noon and night. Inboxes were ever-present; work-related calls and messages invaded the same communication tools people used for socialising. “The smartphone was the death knell for working hours,” says Marks. “As soon as you put work email on your phone, people will take advantage. Then, you get into the habit of always being available.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EHow we normalised overwork\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ESince the pandemic hit, office \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210604-why-presenteeism-always-wins-out-over-productivity\"\u003Epresenteeism\u003C\u002Fa\u003E has become even more digitised. Remote work has created an environment in which managers can call on staff around the clock. “I’m expected to respond to clients’ requests,” explains Erik. Although that may no longer necessitate all-nighters, working into the early hours continues. “Most of the time, I manage to coordinate with clients in different time zones. But if we’re closing a transaction, I may need to stay late.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211013-how-working-unpaid-hours-became-part-of-the-job-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09yjllv"],"imageAlignment":"centre","imageAltText":"A woman working late at home","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211013-how-working-unpaid-hours-became-part-of-the-job-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn some countries, cultural expectations feed into excessive office hours. In Japan, for instance, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20190718-karoshi\"\u003Eoverwork is important professional currency\u003C\u002Fa\u003E. “Here, hard work demonstrates that you’re a loyal employee,” explains Jeff Kingston, director of the Asian Studies major at Temple University’s Tokyo campus. “And it means your boss is more likely to accelerate your climb up the corporate ladder. Working hard, and spending long hours to impress your boss, is seen as a real virtue.” \u003C\u002Fp\u003E\n\u003Cp\u003EElsewhere working long hours can be the product of peer pressure, a desire to get ahead or reacting to our environment. “We like to follow others,” says Lordan. “On your first day at your new job, you look for non-verbal social cues to fit in. If there are people working late or into the weekend, you’re more likely to copy that behaviour.”  \u003C\u002Fp\u003E\n\u003Cp\u003EWe also hate saying no. If the boss emails after hours, we reply. If there’s a 0600 Zoom call, we dial in. If we need to work late, we’d rather do it than kick up a fuss – even if such commitment isn’t reflected in our salary. “It’s embedded in employees,” says Marks. “People are always scared of losing their jobs, and that someone will do a better job than them. If everyone else is doing it, you have to do it as well.” \u003C\u002Fp\u003E\n\u003Cp\u003EThere are sector-specific pressures, too. Employees in some creative jobs are meant to feel ‘lucky’, so \u003Ca href=\"https:\u002F\u002Fwww.fuqua.duke.edu\u002Fduke-fuqua-insights\u002Fkay-passion-exploitation\"\u003Eworking a few extra hours is assumed\u003C\u002Fa\u003E. In finance, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210426-is-extreme-working-culture-worth-the-big-rewards\"\u003Epulling an all-nighter is a rite of passage\u003C\u002Fa\u003E on the way to becoming a partner. Challenging such social norms in the workplace is seen as taboo. “As humans, we want to be seen as being nice and amenable,” says Lordan. “It all fits into our narrative that we’re hard workers and collaborative. Long hours traditionally measure hard work and productivity – and so we work unpaid overtime.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhy change isn’t so easy\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EYet there are signs that the workforce has had enough of long working weeks and midnight calls. Millions of people around the world are quitting their jobs as part of what’s being called the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit\"\u003EGreat Resignation\u003C\u002Fa\u003E. Optimists might suggest that, with the labour market thriving, employees can finally call the shots and demand an end to unpaid overtime. \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211013-how-working-unpaid-hours-became-part-of-the-job-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"If everyone else is doing it, you have to do it as well - Abigail Marks","id":"worklife\u002Farticle\u002F20211013-how-working-unpaid-hours-became-part-of-the-job-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe reality, however, is different. “The group voting with their feet are typically those in their later career – the ones who can afford to go,” says Lordan. “Younger generations don’t have that luxury. Competition for jobs at firms which demand long hours remains fierce. It comes down to people wanting to fit in with a working culture established long before they walked through the office doors – it’s very difficult to break that.” \u003C\u002Fp\u003E\n\u003Cp\u003EWorking extended hours is also so baked into office culture that many businesses rely on overtime. It’s why, even amid a pandemic, familiar practices have returned: big financial firms notorious for long-hours working culture \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210323-the-bosses-who-want-us-back-in-the-office\"\u003Ehave already demanded staff return\u003C\u002Fa\u003E to the office five days a week. If bosses mandate long office-based days and unpaid overtime, it’s hard for employees to take a stand and say no. “It’s those at the top who are the gatekeepers for opportunities and promotion,” says Lordan. “If they believe in presenteeism, those beneath them will find it hard to not work that extra hour.” \u003C\u002Fp\u003E\n\u003Cp\u003ERobust government legislation could help bring change, says Marks. The current trend is for \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210819-the-case-for-a-shorter-workweek\"\u003Efour-day working weeks\u003C\u002Fa\u003E, with trials in the likes of Iceland, Spain and Ireland. She has doubts on whether the idea will succeed. \u003C\u002Fp\u003E\n\u003Cp\u003E“Organisations do very well out of free labour. But many employers aren’t in a place to suddenly reduce workloads, so employees will probably have to cram five days’ worth of work into four.” And even when governments issue directives on working hours, it’s bosses – not ministers – who ultimately set the tone. In Japan and South Korea, for example, it’s clear that \u003Ca href=\"https:\u002F\u002Fwww.insider.com\u002Fjapanese-probe-reveals-37-percent-investigated-offices-illegal-overtime-2021-8\"\u003Ecultural pressures still override legislative efforts\u003C\u002Fa\u003E at many firms. \u003C\u002Fp\u003E\n\u003Cp\u003EThere is, of course, a body of research showing that working fewer hours boosts \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210819-the-case-for-a-shorter-workweek\"\u003Eproductivity\u003C\u002Fa\u003E. But for knowledge work, the difficulty lies with how we measure output. Clearly, that marker shouldn’t be time. Lordan says it has to be task-based – it’s the only way of keeping unpaid overtime in check. \u003C\u002Fp\u003E\n\u003Cp\u003EBut this will require a new perspective from senior leaders. “Ultimately, managers need to define what has to be done and allow their employees to do it. If you want positive change, you need to get more managers, who aren’t as controlling, in key roles.” \u003C\u002Fp\u003E\n\u003Cp\u003EEven if overtime is hard to eradicate, the pandemic has magnified conversations around working culture. It’s increasingly leading to employee activism. Lordan cites the recent case of Goldman Sachs: young bankers \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fnews\u002Fbusiness-58054983\"\u003Ewere given a pay rise\u003C\u002Fa\u003E following their complaints of working 95-hour weeks. It could, perhaps, be the start of a shift. \u003C\u002Fp\u003E\n\u003Cp\u003E“As long as there are high-paying companies with senior management that hold the belief that hours equal productivity, you will always have professional workers sacrificing self and wellbeing to make the cut,” says Lordan. “Over time, those who care more about their work-life balance will choose the companies that offer greater flexibility.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211013-how-working-unpaid-hours-became-part-of-the-job-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-10-19T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"How working unpaid hours became part of the job","headlineShort":"How unpaid hours became part of the job","image":["p09yjlp5"],"imageAlignment":"centre","imageAltText":"A woman working late","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210622-why-its-so-hard-to-put-boundaries-on-our-time","worklife\u002Farticle\u002F20210426-why-we-may-be-measuring-burnout-all-wrong","worklife\u002Farticle\u002F20210604-why-presenteeism-always-wins-out-over-productivity"],"relatedTag":null,"summaryLong":"We're working more hours than ever, whether a late-night email or an early call. How did all these unpaid hours become part of the job?","summaryShort":"Why we accept unpaid overtime as a given when we take a job","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2021-10-18T20:06:41.19725Z","entity":"article","guid":"10610c84-d925-43ba-8d1a-6c347ab71fd8","id":"worklife\u002Farticle\u002F20211013-how-working-unpaid-hours-became-part-of-the-job","modifiedDateTime":"2021-10-18T20:07:10.869738Z","project":"worklife","slug":"20211013-how-working-unpaid-hours-became-part-of-the-job","cacheLastUpdated":1634675381407},"worklife\u002Farticle\u002F20210924-are-office-perks-obsolete":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210924-are-office-perks-obsolete","_id":"6154eca245ceed052d014833","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"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":1634675381408},"worklife\u002Farticle\u002F20210923-what-workers-really-want-to-keep-from-quitting":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210923-what-workers-really-want-to-keep-from-quitting","_id":"6153626345ceed1870361ca8","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Workers are increasingly scrutinising benefits packages as they evaluate employment opportunities. What's reasonable to ask for?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe ‘Great Resignation’, which has seen millions of people leave their positions, has put US job vacancies at a 20-year high and left companies scrambling for recruits. The narrative around this mass exodus has largely been that \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit\"\u003Eemployers failed employees\u003C\u002Fa\u003E, so they’re going elsewhere to find better options. \u003C\u002Fp\u003E\n\u003Cp\u003EBut better doesn’t always mean more money; more often, it means a better benefits package. Employees are increasingly seeking a new set of perks to match their actual needs, and bargaining for the things that really matter to them, like improved leave policies and flexible working.   \u003C\u002Fp\u003E\n\u003Cp\u003EOf course, while companies have a vested interest in maintaining happy, healthy employees, the bottom line still reigns supreme. But in the wake of the pandemic – and the way it’s shaken up the employment market – companies and workers are finding themselves in a new kind of negotiation, as employees figure out what’s reasonable to ask for, and companies decide how much to give.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EBenefits for individuals\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAlthough workers are looking for additional support across the globe, this issue is especially crucial in the US, where many workers count on their employers for assistance and healthcare access that isn’t provided for on a government level.\u003C\u002Fp\u003E\n\u003Cp\u003EWhile basic benefits, including things like health and dental coverage, remain foundational parts of American worker benefits, overall packages are getting more specific and individualised to single employees’ needs, says Tim Allen, CEO of benefit services site Care.com. “For years, benefit offerings have been determined en masse, catered to a group. Now, individuals are coming to the table and saying, ‘I need this for my life and my family’.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210923-what-workers-really-want-to-keep-from-quitting-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210923-what-workers-really-want-to-keep-from-quitting-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EToday, employees, both existing and new hires, are negotiating for benefits like mental-health and wellness services, flexible working and paid leave that best suit their daily lives. It’s a trend that’s been building over \u003Ca href=\"https:\u002F\u002Fwww.prnewswire.com\u002Fnews-releases\u002Fnew-decade-promises-expansion-and-diversification-of-voluntary-benefits-301002747.html\"\u003Eseveral years\u003C\u002Fa\u003E, says Allen, as talent recruitment and retention have become a top priority. The pandemic significantly accelerated things, he adds, and a side effect is workers being seen as the individuals they are, rather than just parts of a whole.\u003C\u002Fp\u003E\n\u003Cp\u003E“I think seeing people on Zoom at home has really individualised them,” he says. “I think that normalisation also really engendered people to go and say ‘Hey, I need this benefit or this thing’. And companies go, ‘I get it, I understand’.” \u003C\u002Fp\u003E\n\u003Cp\u003EThis new appreciation of employees’ individual circumstances is reflected in how companies provide things like mental-health benefits, says Alex Alonso, chief knowledge officer of the Society for Human Resource Management (SHRM). \u003C\u002Fp\u003E\n\u003Cp\u003ERight now, he says, one of the main perks people want is a mental-health benefit that’s effective and on-demand. “Covid caused alienation, loneliness, anxiety – there’s a massive group of employees that need really effective mental-health benefits that will actually produce results. And these benefits are being hammered out on a team-member level, versus the team as a whole.”\u003C\u002Fp\u003E\n\u003Cp\u003EMore and more companies are offering these kinds of provisions, he says, where in the past they might have been seen as fringe benefits lumped in with things like fitness programmes and transport subsidies.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210923-what-workers-really-want-to-keep-from-quitting-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Now, individuals are coming to the table and saying, ‘I need this for my life and my family’ – Tim Allen","id":"worklife\u002Farticle\u002F20210923-what-workers-really-want-to-keep-from-quitting-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“I think the gap between mainstream [benefits] and fringe is shrinking,” says Allen. “The baseline benefits like healthcare and dental are things companies know they have to have to attract talent. Now the employers of choice are going, ‘OK, we need to expand the benefit package to encompass the other aspects of life. How do we provide subsidies for childcare? Senior care benefits?’” \u003C\u002Fp\u003E\n\u003Cp\u003EOne benefit that’s significantly expanding is flexibility. Traditional offerings like paid holiday and sick leave “are just a starting point”, says Jonathan Bennett, head of employee benefits at insurance company The Hartford. Increasingly, benefits are growing to include “paid time off for other purposes, like being able to take care of children, a partner, a parent. Those kinds of needs are becoming much more present”.\u003C\u002Fp\u003E\n\u003Cp\u003EDespite the continued \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210624-why-doesnt-the-us-have-mandated-paid-maternity-leave\"\u003Elack of a nationwide parental leave policy\u003C\u002Fa\u003E, that area has undergone one of the biggest shifts; nearly 40% of companies have increased their childcare-leave options. “In the last five years, that’s almost doubled in terms of the number of employers offering that paid maternity leave that’s beyond what’s provided by [disability or state] law,” says Alonso. “That’s now offered by \u003Ca href=\"https:\u002F\u002Fwww.shrm.org\u002Fabout-shrm\u002Fpress-room\u002Fpress-releases\u002Fpages\u002Fshrm-study-finds-employer-provided-benefits-have-dramatically-changed-and-expanded-during-covid-19-pandemic.aspx\"\u003E53% of employers\u003C\u002Fa\u003E.”\u003C\u002Fp\u003E\n\u003Cp\u003EHybrid- or remote work is another area where provisions are evolving. According to SHRM’s 2020 employee benefits report, 78% of employers have shifted and expanded their telework options since 2019. It’s perfectly reasonable, especially in light of the recent 18-month stretch that proved most of us can do our jobs effectively from anywhere, to ask for home working days. And it’s not just about whether you can be physically out of the office, but whether the company has benefits that help you thrive outside it.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210923-what-workers-really-want-to-keep-from-quitting-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210923-what-workers-really-want-to-keep-from-quitting-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Expanded telework options as a benefit are being enhanced,” says Alonso. “Companies are giving people access to remote work sites, remote work technology – a variety of tools.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EChanged expectations\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIt’s important, says Alonso, to put the question of what constitutes a reasonable request into context. Decades ago, it may have seemed unreasonable to ask an employer for personalised benefits, but things are very different now. \u003C\u002Fp\u003E\n\u003Cp\u003E“We’re seeing a shift in the way employers are viewed by their employees,” Alonso says. “Fifty years ago, the protector of an employee’s rights and wellbeing was the government. Now, employers are the group most often cited as being responsible for employee’s wellbeing.”\u003C\u002Fp\u003E\n\u003Cp\u003EIn other words, there’s an expectation that our companies will sustain us even when we’re not at work. That’s at least partly because the line between work and life has become so blurred. We’re working longer hours than ever and, for many of us, allowing our jobs to extend well into our ‘off’ hours and the other areas of our lives. As a result, says Alonso, “employees are entering into a partnership where the workplace is saying, ‘Hey, we’re not just going to take care of you in your work, but in your life’”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210923-what-workers-really-want-to-keep-from-quitting-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"It’s not just about whether you can be physically out of the office, but whether the company has benefits that help you thrive outside it","id":"worklife\u002Farticle\u002F20210923-what-workers-really-want-to-keep-from-quitting-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOf course, benefits like flexible working and paid time off don’t matter if company culture discourages you from taking advantage of them, says Bennett; that is the bigger shift employees are pushing for. “We found there still is a hesitancy to use some of this flexible paid time off. It’s not just about having the time; it’s about having a corporate culture that makes employees feel like they can \u003Cem\u003Euse\u003C\u002Fem\u003E the time.”\u003C\u002Fp\u003E\n\u003Cp\u003EEqually, people are still looking for a pay cheque, and capitalism isn’t going anywhere. But it’s far from the only thing that matters. Employees are asking for assurances, says Alonso, that companies will invest in them long-term. \u003C\u002Fp\u003E\n\u003Cp\u003EAsking companies to care for us is reasonable, particularly now. “Especially in this Great Resignation, people are changing jobs because they know they have choices,” says Allen. It’s the companies that recognise this, engage with employees over what will actually benefit them and do their best to provide that will recruit and retain the best talent. \u003C\u002Fp\u003E\n\u003Cp\u003EBenefit offerings, says Allen, “show you who you are to a company, and how they want to take care of you. People are looking around and going, ‘OK, you can match my salary and bonus, but if you can’t match these benefits, I’ll take the chance with someone who will’.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210923-what-workers-really-want-to-keep-from-quitting-8"}],"collection":null,"disableAdverts":false,"displayDate":"2021-09-24T16:00:40Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"What workers really want to keep from quitting","headlineShort":"The benefits workers really want","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Workers are increasingly scrutinising benefits packages as they evaluate employment opportunities. What's reasonable to ask for?","summaryShort":"Amid the Great Resignation, employers need to rise to the occasion","tag":[],"textToSpeech":false,"creationDateTime":"2021-09-23T20:53:22.850877Z","entity":"article","guid":"855e9100-9b55-4751-a33e-6dd0fa26a9ad","id":"worklife\u002Farticle\u002F20210923-what-workers-really-want-to-keep-from-quitting","modifiedDateTime":"2021-09-23T21:40:38.262189Z","project":"worklife","slug":"20210923-what-workers-really-want-to-keep-from-quitting","cacheLastUpdated":1634675381408},"worklife\u002Farticle\u002F20210903-why-rage-quitting-is-all-the-rage-this-year":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210903-why-rage-quitting-is-all-the-rage-this-year","_id":"6153611145ceed5cb07b8232","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fchristine-ro"],"bodyIntro":"Walking out of a job in anger can seem extreme – but there are often powerful motivations for doing it.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"1qeiagb0cpwnlhdf9xsijm\"\u003EIt was sweltering inside the nightclub where Alexander was DJing, in the US state of Virginia. Though it was more than 40°C outside, the club’s air conditioning was broken. It felt extra sticky and humid because the club was hosting a special event: a Pokemon-themed foam party, where upwards of 400 clubbers were frolicking in suds. \u003C\u002Fp\u003E\n\u003Cp class=\"1qeiagb0cpwnlhdf9xsijm\"\u003E“I literally had ice packs on my neck in order to not pass out,” remembers Alexander, now 35, of the 2016 event. The heat was also damaging his gear, and he’d had enough. Over the microphone, so everyone could hear, he berated the club owner for lying about fixing the air conditioning and for the equipment-frying conditions. “I’m done,” he said, then stormed out. \u003C\u002Fp\u003E\n\u003Cp class=\"1qeiagb0cpwnlhdf9xsijm\"\u003EMany of us have fantasised about leaving a bad job in a similarly dramatic fashion. Yet far from throwing a temper tantrum, 'rage quitting' is a sign of serious flaws in a workplace: from lax health and safety standards to exploitative working conditions and abusive managers. The Covid-19 pandemic has only intensified the stressors that can lead employees to quit on the spot. But as rage quitting tends to be the culmination of a series of work issues, employers can avoid being left in the lurch by paying attention to the warning signs – before an employee drops the mic on their way out the door. \u003C\u002Fp\u003E\n\u003Cp class=\"1qeiagb0cpwnlhdf9xsijm\"\u003E\u003Cstrong\u003EWhat a ‘rage quit’ looks like\u003C\u002Fstrong\u003E\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"1qeiagb0cpwnlhdf9xsijm\"\u003EThe idea of angrily walking out of a job has been around since long before the phenomenon became celebrated in pop culture, like the 1970s country music anthem Take This Job and Shove It; and before \u003Ca href=\"https:\u002F\u002Fwww.inverse.com\u002Fentertainment\u002Frage-quit-definition-meaning-explained-origins-coined\"\u003Evideo gamers\u003C\u002Fa\u003E started using the term ‘rage quitting’ in the 1980s to refer to angrily exiting a frustrating game. \u003C\u002Fp\u003E\n\u003Cp\u003EThough rage quitting can look and feel impulsive, dissatisfaction with a job tends to build up over time, until an incident triggers the actual resignation. And having a safe space to land – such as an abundance of job options, another source of income (like unemployment insurance) or an upcoming opportunity (like graduate school) – can make it easier to pull that trigger.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210903-why-rage-quitting-is-all-the-rage-this-year-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09tygjs"],"imageAlignment":"centre","imageAltText":"Cross man","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210903-why-rage-quitting-is-all-the-rage-this-year-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThese patterns exist in some form across job roles and industries, but will take different shape in different contexts. There’s a lack of statistics about rage quitting, but Peter Hom, a turnover expert at Arizona State University in the US, points out that in Germany, for instance, employees of large companies get penalised for quitting without notice. The US has more \u003Ca href=\"https:\u002F\u002Fwww.ncsl.org\u002Fresearch\u002Flabor-and-employment\u002Fat-will-employment-overview.aspx\"\u003Eat-will employment\u003C\u002Fa\u003E, so it would make sense for rage quitting to be more common there. \u003C\u002Fp\u003E\n\u003Cp\u003ESajeet Pradhan, who researches organisational behaviour at the Indian Institute of Management Tiruchirappalli, says compared to the US and Europe, India “is more culturally tolerant (unfortunately) towards abuse at work”, due to “power distance or the upbringing which has conditioned us to respect people in authoritative positions”. In India, according to Pradhan, “rage quitting is generally witnessed among highly-skilled jobs and the millennials”. \u003C\u002Fp\u003E\n\u003Cp\u003EIn general, says Nita Chhinzer, who researches strategic human-resource management at the University of Guelph in Canada, “higher-educated people are more likely to quit, because they think that their skills are highly transferrable and generalisable”. Yet those in lower-skilled, precarious employment can often quit with little notice. Peter Hom refers to people working for export-driven factories in China and Mexico: “It’s like musical chairs – they jump from job to job.” \u003C\u002Fp\u003E\n\u003Cp\u003EAnd although young workers are sometimes perceived as flaky, “the truth is that before they have a sunk cost, for a sunk investment in the organisation, they’re making a decision about what’s best for them”, adds Chhinzer. It makes sense that they would quit an ill-fitting job more spontaneously. \u003C\u002Fp\u003E\n\u003Cp\u003EThis doesn’t mean that leaving in the heat of the moment is always logical. Chhinzer says that with “rage quitting, they’re not really stopping to make those rational decisions about something and just thinking about what are their options”. Fed-up employees might overestimate their ability to secure another job.\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"1qeiagb0cpwnlhdf9xsijm\"\u003E\u003Cstrong\u003EWhat lies beneath a rage quit\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp class=\"1qeiagb0cpwnlhdf9xsijm\"\u003EThough there are many reasons to leave an unsatisfying job, there are certain recurrent patterns that lead to spontaneous resignations. \u003C\u002Fp\u003E\n\u003Cp class=\"1qeiagb0cpwnlhdf9xsijm\"\u003EOne of the most common reasons is poor management. Abusive supervision can \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F352796424_Work_stressors_and_job_outcomes_an_empirical_investigation_of_frontline_service_employees_in_the_Indian_hospitality_industry\"\u003Elead to emotional exhaustion\u003C\u002Fa\u003E. When managers fail to address employees’ repeated concerns, the explosive result may be those employees quitting in outrage. Bad management is often linked to other reasons people rage quit, like scope creep, harsh schedules, overwork and dismissal of safety concerns.  \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210903-why-rage-quitting-is-all-the-rage-this-year-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09tygnd"],"imageAlignment":"centre","imageAltText":"Unhappy barista","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210903-why-rage-quitting-is-all-the-rage-this-year-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"1qeiagb0cpwnlhdf9xsijm\"\u003ESarah experienced all of these in a recent three-month stint as a cashier at a small grocery store in Michigan, US. The 24-year-old had moved in with her parents for the summer. She’d intended to work only part time as she prepared to leave for graduate school in Toronto, but the short staffing and intense manager demands soon had her working full time. \u003C\u002Fp\u003E\n\u003Cp class=\"1qeiagb0cpwnlhdf9xsijm\"\u003EIt was also clear that employee safety wasn’t a priority. The only young woman on staff, Sarah felt unsafe in multiple ways: drunk customers were sometimes belligerent, most people refused to wear masks and she was usually the sole employee in the shop. \u003C\u002Fp\u003E\n\u003Cp class=\"1qeiagb0cpwnlhdf9xsijm\"\u003EThe final straw was when a customer began to stalk her. Sarah asked her manager to move the employee rota from its public position in the shop, where any customer could see when she would be working, to a private space. Not only did the manager refuse, but she also shouted at Sarah for mentioning the stalker. “My boss just immediately went for the gut. She was just like, ‘You need to be an adult. Why aren’t you being an adult about this?’ She repeated that so many times,” says Sarah.   \u003C\u002Fp\u003E\n\u003Cp class=\"1qeiagb0cpwnlhdf9xsijm\"\u003EShe quit in that phone call, a month before the job would have come to an end. “I felt so bad because I really wanted to put two weeks [notice] in … But then the more I thought about it, and how little they had helped me and worked on the situation, I was just like, this is not worth my time or my safety.” \u003C\u002Fp\u003E\n\u003Cp class=\"1qeiagb0cpwnlhdf9xsijm\"\u003ESarah had seen the role as a temporary job and, while she was shaken up after rage quitting, she wasn’t in dire financial need. “I definitely think if it had been my dream job, I would have taken different steps,” reflects Sarah. She says that she would have been less likely to quit spontaneously “if it was a job that was already valuing me… if it was a job that was actually like a career”. \u003C\u002Fp\u003E\n\u003Cp\u003EWith rage quitters, ill treatment on one side breeds ill treatment on the other. After her manager failed to consider her safety, Sarah decided against serving out a notice period. Chhinzer refers to social exchange theory: “The way you treat me dictates the way I treat you.” If a manager is switching schedules at the last minute, insisting that employees work extra hours or refusing to allow time off for bereavement, then employees are more apt to reciprocate with limited communication and little notice as well. \u003C\u002Fp\u003E\n\u003Cp class=\"1qeiagb0cpwnlhdf9xsijm\"\u003E\u003Cstrong\u003EThe Covid intensifier\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ESome of these employee pressures have been magnified during the Covid-19 pandemic. Chhinzer says that in 2020, quit rates generally went down as people held onto jobs. But resignations have surged in 2021, so that “managers and organisations and HR departments are really worried about retaining talent”. Yet as Sarah’s experience shows, that worry doesn’t always translate into better safeguarding of employees, particularly in low-paid roles.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210903-why-rage-quitting-is-all-the-rage-this-year-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Safety has been a common catalyst for client-facing employees to quit in a rage","id":"worklife\u002Farticle\u002F20210903-why-rage-quitting-is-all-the-rage-this-year-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIndeed, safety has been a common catalyst for client-facing employees to quit in a rage. A \u003Ca href=\"https:\u002F\u002Fwww.reddit.com\u002Fr\u002FAskReddit\u002Fcomments\u002Foyn6hy\u002Fwhat_made_you_quit_a_job_on_the_spot\u002Fh7vhuil\u002F?context=3\"\u003Enurse\u003C\u002Fa\u003E whose colleagues spread misinformation about vaccines; a \u003Ca href=\"https:\u002F\u002Fwww.reddit.com\u002Fr\u002FAskReddit\u002Fcomments\u002Foyn6hy\u002Fwhat_made_you_quit_a_job_on_the_spot\u002Fh7voz37\u002F?context=3\"\u003Erestaurant worker\u003C\u002Fa\u003E whose managers hide the fact that Covid has been spreading among staff; or a \u003Ca href=\"https:\u002F\u002Fwww.businessinsider.com\u002Fworkers-rage-quitting-jobs-in-a-tightening-labor-market-2021-5?r=US&IR=T\"\u003Eretail worker\u003C\u002Fa\u003E worried about transmitting the virus to a vulnerable relative – all have left jobs semi-impetuously during the pandemic. \u003C\u002Fp\u003E\n\u003Cp\u003EBusiness researchers were already exploring \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F211386783_The_hot_and_cool_of_death_awareness_at_work_Mortality_cues_aging_and_self-protective_and_prosocial_motivations\"\u003E‘death awareness at work’\u003C\u002Fa\u003E before the pandemic. But Covid-19 has brought another dimension to this workplace anxiety. For those who rage quit, especially those with high ‘death anxiety’, the ‘rage’ component “may be more likely to be triggered by the fact that employers fail to provide enough safety measures to protect their employees’ health”, notes Rui (Hammer) Zhong, a PhD student at the University of British Columbia in Canada, who researches the dark side of workplaces. (This impassioned rage response is in contrast to another form of death awareness that Zhong and his colleagues \u003Ca href=\"https:\u002F\u002Fpsycnet.apa.org\u002Frecord\u002F2021-56704-004\"\u003Ehave researched\u003C\u002Fa\u003E – death reflection, or ‘calm quitting’ on realising how short life is.) \u003C\u002Fp\u003E\n\u003Cp\u003EAs Chihinzer comments, “People are exiting not just based on poor treatment at work from managers and co-workers; they’re also exiting based on the situation at work,” such as a requirement to return to the workplace. “Those weren’t considerations before.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EAlternatives to rage quitting\u003C\u002Fstrong\u003E\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EFor someone tempted to rage quit, it can be useful to gain perspective on \u003Ca href=\"https:\u002F\u002Fwww.huffingtonpost.co.uk\u002Fentry\u002Ffeel-like-rage-quitting-job_l_60897f4be4b0ccb91c2cf67a\"\u003Ewhat lies beneath the anger\u003C\u002Fa\u003E, beyond the immediate gratification of socking it to a bad boss.\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"1qeiagb0cpwnlhdf9xsijm\"\u003EIt’s also useful to consider why more people don’t rage quit. Stories of overworked employees thumbing their noses at poor bosses are satisfying and sometimes inspiring. But of course it’s distressing to \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210823-why-does-quitting-your-job-still-feel-so-hard\"\u003Equit without a back-up plan\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210903-why-rage-quitting-is-all-the-rage-this-year-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09tygsc"],"imageAlignment":"centre","imageAltText":"Sad woman","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210903-why-rage-quitting-is-all-the-rage-this-year-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"1qeiagb0cpwnlhdf9xsijm\"\u003EAlexander was lucky to not depend on his DJ gig, as his main job was as a scientist. “It would have definitely been more difficult to walk away if I didn’t have another job already,” he notes. And not everyone can afford to leave a soul-crushing job, or to depart with the final pay cheque in limbo, so it’s not always helpful for those who’ve landed on their feet to urge others to quit a terrible job immediately. \u003C\u002Fp\u003E\n\u003Cp\u003EAlibel sees this all too often among her fellow Venezuelan migrants in Argentina, who don’t always have the legal or financial status to easily switch jobs. When she arrived in Buenos Aires in 2019, the first job she took was selling cars over the phone. It didn’t take long to realise that this was an illegal operation and Alibel, now 28, quit straight away. She didn’t lose any pay because the job was entirely commission-based: “If you didn’t sell anything, you didn’t gain a cent.” Yet while there are plenty of accounts of people rage quitting other shady jobs, not everyone can afford to take a moral stand. \u003C\u002Fp\u003E\n\u003Cp\u003EOverall, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210823-why-does-quitting-your-job-still-feel-so-hard\"\u003Equitting stigma may be diminishing\u003C\u002Fa\u003E due to the Great Resignation – although the departures of some employees with back-up options \u003Ca href=\"https:\u002F\u002Fwww.thecut.com\u002F2021\u002F08\u002Fworkers-left-behind-by-the-great-resignation.html\"\u003Ecan make the situation harder for colleagyes left behind\u003C\u002Fa\u003E. Ultimately, though, it’s up to employers to improve working conditions. “If employers pay decent wages and good benefits, that inhibits leaving,” says Hom. \u003C\u002Fp\u003E\n\u003Cp\u003EChhinzer says that among organisations focused on retention, it helps to be proactive, for example with weekly check-ins, perks like tuition subsidies or Fridays off in the summer. Hom and his colleagues recommend that employers \u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2016\u002F10\u002F13-signs-that-someone-is-about-to-quit-according-to-research\"\u003Epay more attention to ‘pre-quitting behaviours’\u003C\u002Fa\u003E, for instance by implementing stay interviews with existing employees (and not just exit interviews with departing employees). \u003C\u002Fp\u003E\n\u003Cp\u003EIf an employee does rage quit, this should be a wake-up call to the employer. Six months after Alexander left the overheated club clutching his DJ equipment, he reconciled with the owner and went back. But the next year he walked out again, following more broken promises and unsafe working conditions. “That was the last time I DJed outside of my own house. Just was fed up with the whole thing.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210903-why-rage-quitting-is-all-the-rage-this-year-8"}],"collection":null,"disableAdverts":false,"displayDate":"2021-09-08T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why 'rage quitting' is all the rage","headlineShort":"The people 'rage quitting' their jobs","image":["p09tygbl"],"imageAlignment":"centre","imageAltText":"Angry truck driver","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":["p09tygnd"],"relatedStories":["worklife\u002Farticle\u002F20210826-why-so-many-workers-have-lost-interest-in-their-jobs","worklife\u002Farticle\u002F20210823-why-does-quitting-your-job-still-feel-so-hard","worklife\u002Farticle\u002F20210727-the-rise-of-never-ending-job-interviews"],"relatedTag":null,"summaryLong":"Walking out of a job in anger can seem extreme – but there are often powerful motivations for doing it.","summaryShort":"How workplace tensions are leading to angry resignations","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2021-09-07T19:59:25.575776Z","entity":"article","guid":"e81c965f-4fac-4840-8508-8fa3b46f655b","id":"worklife\u002Farticle\u002F20210903-why-rage-quitting-is-all-the-rage-this-year","modifiedDateTime":"2021-09-08T13:51:34.493237Z","project":"worklife","slug":"20210903-why-rage-quitting-is-all-the-rage-this-year","cacheLastUpdated":1634675381410},"worklife\u002Farticle\u002F20211008-how-fertility-became-a-workplace-perk":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20211008-how-fertility-became-a-workplace-perk","_id":"616c74d845ceed139576560c","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fkatie-bishop"],"bodyIntro":"More companies are offering benefits that cover IVF, egg-freezing or surrogacy. Are these perks, which can be divisive, really the key to retaining staff?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn 2019, Caitlin, a 35-year-old living in New York City, was looking for a new job. Her contract as a content specialist was coming to an end, and Caitlin, who was a few months into IVF treatment, had a very specific idea about what she was looking for in her next role.\u003C\u002Fp\u003E\n\u003Cp\u003E“I Googled ‘companies with the best fertility treatments’ and applied to roles at those companies,” she says. “I applied to the companies with the best fertility and family benefits, and those companies only. Any position offering less than what I considered to be top-tier coverage fell out of contention.”\u003C\u002Fp\u003E\n\u003Cp\u003ECaitlin, who’s using one name for professional reasons, ended up interviewing at an accounting firm that would cover 100% of the cost of her treatments. The role was something of a career shift for her, but she had no doubt about accepting the job. “My mom thinks it was a miracle,” she says. “I started treatments shortly after I started my new job.”\u003C\u002Fp\u003E\n\u003Cp\u003EThe company Caitlin joined is one of many now offering fertility-related benefits in a bid to attract new recruits. As companies \u003Ca href=\"https:\u002F\u002Fapnews.com\u002Farticle\u002Fhealth-coronavirus-pandemic-business-bb295afe6ec8d8b88b1b944f3eba7931\"\u003Estruggle to find enough workers\u003C\u002Fa\u003E, a \u003Ca href=\"https:\u002F\u002Fwww.ft.com\u002Fcontent\u002F0f5d078a-662f-4943-a380-3881ce6f1114\"\u003Egrowing number\u003C\u002Fa\u003E of businesses are offering innovative perks to attract and retain staff, especially in the US. The need to remain competitive has become particularly crucial at a time when a reported 41% of staff across the globe are \u003Ca href=\"https:\u002F\u002Fwww.microsoft.com\u002Fen-us\u002Fworklab\u002Fwork-trend-index\"\u003Econsidering quitting or changing their profession\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003E“Between 2019 and 2020 we’ve seen a 500% increase in employers adding family-building benefits,” says Peter Nieves, chief commercial officer for WINFertility, a US-based fertility benefits platform that partners with employers to provide family-planning perks. “Some employers are offering as much as a $200,000 limit to cover the cost of family-building.”\u003C\u002Fp\u003E\n\u003Cp\u003EFrom IVF to funded surrogacy, fertility-based perks are increasingly becoming something that workers expect from their employment packages. But will the trend towards family-planning benefits outlast the so-called Great Resignation? Experts seem to think so – and many believe that funding fertility care for their staff could aid diversity, boost employee engagement and foster a supportive workplace culture.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EMore than just a Covid-related craze\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe rise in fertility-based benefits isn’t just a post-Covid-19 phenomenon. For several years, major US technology companies have been trailblazers in terms of offering innovative family-planning perks.\u003C\u002Fp\u003E\n\u003Cp\u003EIn 2014, both \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Ftechnology\u002F2014\u002Foct\u002F15\u002Fapple-facebook-offer-freeze-eggs-female-employees\"\u003EApple and Facebook\u003C\u002Fa\u003E announced that they would fund up to $20,000 worth of egg-freezing in an effort to attract more women to their workforce. Elsewhere, Snapchat, Salesforce and Spotify are offering to \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20190906-the-workplaces-that-will-pay-for-surrogacy\"\u003Efund surrogacy\u003C\u002Fa\u003E for their employees, with some companies spending up to $80,000 to support staff through the process.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20211008-how-fertility-became-a-workplace-perk-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09y2zkh"],"imageAlignment":"centre","imageAltText":"Two women looking at a sonogram scan","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211008-how-fertility-became-a-workplace-perk-1"},{"bodyHtml":{"assets":[]},"calloutBodyHtml":"\u003Cp\u003EThis article is part of the BBC's\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Ffamily-tree\"\u003E Family Tree\u003C\u002Fa\u003E series, which examines the issues and opportunities parents, children and families face today – and how they'll shape the world tomorrow.\u003C\u002Fp\u003E","calloutTitle":"Family Tree","cardType":"CalloutBox","iFrameType":"","id":"worklife\u002Farticle\u002F20211008-how-fertility-became-a-workplace-perk-2"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EYet, while fertility perks were once viewed as the preserve of the tech sector, they are starting to be included in employment packages across other industries.\u003C\u002Fp\u003E\n\u003Cp\u003E“There’s now a broad diversity among the industries represented, including retail, education, finance, entertainment and law,” says Nieves. “The fertility benefit is increasingly being redefined to meet a growing number of employees in need. Benefits such as preconception planning and education, ovulation trackers, paternity leave and emotional support for parents are all becoming increasingly common as employers look to offer well-rounded family planning programmes.”\u003C\u002Fp\u003E\n\u003Cp\u003EWhile universal healthcare services in in many European nations mean citizens are entitled to receive some fertility treatments free of charge, a lack of state support in the US leaves many individuals relying on employers for healthcare. That, combined with the fact that the US has some of the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20190615-parental-leave-how-rich-countries-compare\"\u003Eworst parental-leave\u003C\u002Fa\u003E laws among rich countries, means creative and generous fertility packages can become the perfect way for companies to gain a competitive hiring advantage.\u003C\u002Fp\u003E\n\u003Cp\u003EBetween 2015 and 2020, the number of larger employers in the US offering IVF coverage rose \u003Ca href=\"https:\u002F\u002Fresolve.org\u002Fabout-us\u002Fnews-and-press-releases\u002Fnew-study-shows-companies-can-offer-competitive-fertility-benefits-without-increase-in-cost\u002F\"\u003Efrom an estimated 24% to 27%,\u003C\u002Fa\u003E and in a similar time period the percentage of employers offering paid parental leave \u003Ca href=\"https:\u002F\u002Fwww.bizjournals.com\u002Fbizwomen\u002Fnews\u002Flatest-news\u002F2019\u002F02\u002F40-percent-of-employers-nowoffer-paid-parental.html?page=all\"\u003Egrew by 15%\u003C\u002Fa\u003E. Fifty-one percent of employers covering fertility treatment cited staying competitive and recruiting top talent as the key motivator for providing these perks.\u003C\u002Fp\u003E\n\u003Cp\u003EYet even outside the US, post-pandemic recruitment problems have also pushed major firms to offer fertility treatment benefits. In the UK, Natwest, Centrica, Clifford Chance and Cooley \u003Ca href=\"https:\u002F\u002Fwww.ft.com\u002Fcontent\u002F0f5d078a-662f-4943-a380-3881ce6f1114\"\u003Eall launched\u003C\u002Fa\u003E schemes to cover up to £45,000 worth of fertility benefits in 2021. In Japan, the government announced that public employees would be given \u003Ca href=\"https:\u002F\u002Fwww.japantimes.co.jp\u002Fnews\u002F2021\u002F08\u002F14\u002Fnational\u002Finfertility-treatment-paid-leave\u002F\"\u003Epaid leave to receive fertility treatments\u003C\u002Fa\u003E, while in Germany Qunomedical \u003Ca href=\"https:\u002F\u002Fsifted.eu\u002Farticles\u002Fstartups-need-better-perks\u002F\"\u003Erecently started\u003C\u002Fa\u003E to offer fertility benefits to its employees, claiming to be one of the first European start-ups to do so.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EAre fertility perks ‘enabling’ or ‘enclosing’ workers?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EOne company that has introduced fertility benefits is Hootsuite, a social-media marketing company with offices across the globe. In late 2020, Tara Ataya, a chief people and diversity officer at Hootsuite, conducted a benefits review, which showed that in North America, fertility and family planning were top priorities for employees.\u003C\u002Fp\u003E\n\u003Cp\u003E“We introduced coverage for fertility treatments and support for family planning within our benefits offerings, with a lifetime maximum of $12,000 for fertility treatments,” she says.\u003C\u002Fp\u003E\n\u003Cp\u003EThe feedback for the new fertility benefits scheme, which covers \u003Ca href=\"https:\u002F\u002Fwww.verywellfamily.com\u002Fhow-much-does-ivf-cost-1960212\"\u003Ethe average cost\u003C\u002Fa\u003E of one round of IVF, was overwhelmingly positive. Hootsuite’s employee-engagement score leapt from 66% to 81%, and when workers were surveyed again in 2021 Ataya saw a 12% increase in individuals who agreed with the statement that “benefits were fair” within the company.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211008-how-fertility-became-a-workplace-perk-3"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"I believe employers are doubling down on benefits programmes that support their employees holistically – Tara Ataya","id":"worklife\u002Farticle\u002F20211008-how-fertility-became-a-workplace-perk-4"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“When people feel that the organisation that they work for is not only willing to support them but will invest in them, then naturally, employee engagement increases,” Ataya explains. The company are now in the process of rolling out a global parental leave top-up policy, and are extending their enhanced benefits plan to their Canadian and Mexican offices.\u003C\u002Fp\u003E\n\u003Cp\u003EYet Ataya adds challenges remain when it comes to fertility-related benefits. She points out that historically, many employees have avoided disclosing that they are undergoing fertility treatments, fearing that this could negatively impact their career. Her concern is echoed by Caitlin, who initially kept quiet about her fertility journey, even when her employer’s benefits provider were covering her treatments.\u003C\u002Fp\u003E\n\u003Cp\u003E“I didn’t want to disclose that I was undergoing fertility treatments before getting settled in and confident with my new team,” she recalls. “I spent a fortune on Ubers so that I could take calls en route to appointments. Once I had scheduled an implantation procedure, I told my boss.”\u003C\u002Fp\u003E\n\u003Cp\u003EFortunately, Caitlin’s manager was incredibly supportive. But Dr Lauren Kuykendall, an associate professor of industrial-organisational psychology at George Mason University, Virginia, US, points out that even though policies exist, employees might not always feel able to make use of them.\u003C\u002Fp\u003E\n\u003Cp\u003E“Employees who utilise policies that enable them to spend more time away from work – such as parental leave and remote work – often worry that they will be perceived as less devoted to their job,” she says. “When offering these policies, organisations must also create a climate in which employees are not fearful of their utilisation.”\u003C\u002Fp\u003E\n\u003Cp\u003EShe adds some policies that at first appear family-friendly can, in fact, have the opposite effect. “Egg-freezing allows employees to postpone having children, and thus decreases competing demands between work and family,” she says. “Employees who are considering having kids at an early career stage might fear that doing so will signal a lack of dedication to work, and offering egg freezing might exacerbate these fears. The policy itself could be interpreted as a suggestion that one should delay having children.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211008-how-fertility-became-a-workplace-perk-5"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09y2zsw"],"imageAlignment":"centre","imageAltText":"Pregnant woman","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211008-how-fertility-became-a-workplace-perk-6"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EKuykendall argues that it’s crucial to separate out so-called “enabling” benefits that allow employees to spend more time away from work (such as parental leave and IVF treatments) from “enclosing” benefits, which encourage more office time. Like \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20190215-three-trendy-workplace-perks-and-three-boring-ones-that-work\"\u003Elate-night food deliveries and in-house gyms\u003C\u002Fa\u003E, egg-freezing could be viewed as a perk that keeps employees tied to their desks.\u003C\u002Fp\u003E\n\u003Cp\u003E“In this sense, egg-freezing benefits could function more as a family-unfriendly benefit that discourages some employees from having kids at the desired time than a family-friendly benefit that helps employees effectively manage work and family roles,” she says. “This is not to say that egg-freezing benefits are inherently problematic – just that organisations need to carefully consider the full range of possible consequences.”\u003C\u002Fp\u003E\n\u003Cp\u003EThere’s also the problem of how to make family-planning perks truly equitable. Amy Spurling, CEO of US-based employee-stipend platform Compt, points out that in companies that offer fertility perks, take-up is usually very low. She says some businesses have experienced “outcry” from workers who feel certain employees are favoured by fertility benefits programmes.\u003C\u002Fp\u003E\n\u003Cp\u003E“In most companies that offer a specific perk take-up is, at most, 10%, and usually much, much less,” she points out. “HR departments have been tasked with figuring out how to make family benefits more equitable across their teams, regardless of whether you have a fertility issue or decide never to have children. Every employee has a family, but that may look very different across your employee base.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe future of fertility benefits\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAs more employers consider introducing or expanding fertility benefits, HR bosses like Ataya have a challenge on their hands. They must consider which perks will actually boost their workforce, without being divisive.\u003C\u002Fp\u003E\n\u003Cp\u003EAtaya says new hires are increasingly asking about fertility benefits in interviews, and she believes that perks such as egg-freezing and IVF will become a key aspect of diversity and inclusion initiatives in future. She points out that fertility benefits can be particularly impactful for \u003Ca href=\"https:\u002F\u002Fwww.wellandgood.com\u002Ffertility-treatment-disparities\u002F\"\u003EBIPOC\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.guttmacher.org\u002Farticle\u002F2020\u002F11\u002Fnot-debate-lgbtq-people-need-and-deserve-tailored-sexual-and-reproductive-health\"\u003ELGBTQ+ employees\u003C\u002Fa\u003E, who can face \u003Ca href=\"https:\u002F\u002Fwww.hrw.org\u002Freport\u002F2018\u002F07\u002F23\u002Fyou-dont-want-second-best\u002Fanti-lgbt-discrimination-us-health-care\"\u003Emedical discrimination\u003C\u002Fa\u003E and relatively \u003Ca href=\"https:\u002F\u002Fwww.americanbar.org\u002Fgroups\u002Fcrsj\u002Fpublications\u002Fhuman_rights_magazine_home\u002Fthe-state-of-healthcare-in-the-united-states\u002Fracial-disparities-in-health-care\u002F\"\u003Epoor health outcomes\u003C\u002Fa\u003E when navigating fertility and sexual healthcare.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211008-how-fertility-became-a-workplace-perk-7"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"A company’s perks need to be inclusive and cover everyone, not exclusive and meeting the needs of a select few – Amy Spurling","id":"worklife\u002Farticle\u002F20211008-how-fertility-became-a-workplace-perk-8"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ELooking forward, Ataya also stresses the importance of using data to understand employee needs, and to create more flexible systems for equitable benefits. “I believe employers are doubling down on benefits programmes that support their employees holistically – to foster a strong company culture, boost productivity and mitigate costs,” she says. “Fertility and family-forming benefits accomplish all of that, while also providing employees with a benefit they truly value and that will positively impact their lives for years to come.”\u003C\u002Fp\u003E\n\u003Cp\u003ESpurling is less convinced, suggesting that rather than seeing a big push towards fertility-focused benefits we may be about to notice more customisable systems emerge that support all kinds of family. “We have seen a huge trend towards companies offering stipends, giving their employees the choice to use it towards fertility treatments, childcare or eldercare,” she says. “Our world has moved towards personalisation, and HR is rapidly coming round to the idea that a company’s perks need to be inclusive and cover everyone, not exclusive and meeting the needs of a select few.”\u003C\u002Fp\u003E\n\u003Cp\u003EFor Caitlin, however, the fertility treatments she received through her job ended up being completely life changing. Now, more than two years after she Googled companies with fertility perks, she lives in Connecticut with her husband and the twin babies she became pregnant with just six months into her new role. The coverage for fertility treatments not only helped her to become a parent, but also meant that she was able to preserve her savings to use as a down payment on the house where her children will grow up.\u003C\u002Fp\u003E\n\u003Cp\u003EShe believes fertility perks aren’t just about financial security. They also demonstrate a company has a supportive culture – something that has been important to her as a new parent. “A career change is inherently risky, but so is taking on a large debt, potentially right before all the other baby-related expenses,” she says. “The money that we saved is important. But a company that covers fertility benefits also shows that it values its employees.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211008-how-fertility-became-a-workplace-perk-9"}],"collection":["future\u002Fpremium-collection\u002Ffamily-tree"],"disableAdverts":false,"displayDate":"2021-10-18T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"How fertility became a workplace perk","headlineShort":"How fertility became a workplace perk","image":["p09y2yxs"],"imageAlignment":"centre","imageAltText":"Babies","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210924-are-office-perks-obsolete","worklife\u002Farticle\u002F20210923-what-workers-really-want-to-keep-from-quitting","worklife\u002Farticle\u002F20210903-why-rage-quitting-is-all-the-rage-this-year"],"relatedTag":null,"summaryLong":"More companies are offering benefits that cover IVF, egg-freezing or surrogacy. Are these perks, which can be divisive, really the key to retaining staff?","summaryShort":"Can family benefits like IVF and egg-freezing be the key to attracting workers?","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2021-10-17T19:08:55.424812Z","entity":"article","guid":"6745fc40-3df8-4234-a38d-36aaad733d6d","id":"worklife\u002Farticle\u002F20211008-how-fertility-became-a-workplace-perk","modifiedDateTime":"2021-10-17T19:08:55.424812Z","project":"worklife","slug":"20211008-how-fertility-became-a-workplace-perk","cacheLastUpdated":1634675381407},"worklife\u002Farticle\u002F20210211-why-our-relationship-with-young-achievers-is-so-complicated":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210211-why-our-relationship-with-young-achievers-is-so-complicated","_id":"6153600045ceed5d1c78c029","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Young super-achievers both fascinate and frustrate us. This love-hate relationship tells us a lot about culture – and ourselves.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhen Amanda Gorman performed her poetry at US President Joe Biden’s inauguration, she ignited a media frenzy. Part of the reason was her powerful and poignant work, but there was also another factor: her age. At 22, Gorman is America’s youngest-ever inaugural poet, after becoming \u003Ca href=\"https:\u002F\u002Fwww.latimes.com\u002Fentertainment-arts\u002Fbooks\u002Fstory\u002F2021-01-17\u002Famanda-gorman-biden-inauguration-poet\"\u003Ethe first national youth poet laureate\u003C\u002Fa\u003E \u003Cspan\u003Eat 19\u003C\u002Fspan\u003E. Her much-praised performance led to \u003Ca href=\"https:\u002F\u002Fwww.latimes.com\u002Fentertainment-arts\u002Fbooks\u002Fstory\u002F2021-01-22\u002Famanda-gorman-books-bernie-meme-treatment\"\u003Eviral memes\u003C\u002Fa\u003E, multiple \u003Ca href=\"https:\u002F\u002Fedition.cnn.com\u002F2021\u002F01\u002F28\u002Fmedia\u002Famanda-gorman-penguin-books-one-million-trnd\u002Findex.html\"\u003Ebook deals\u003C\u002Fa\u003E and a \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Fus-news\u002F2021\u002Fjan\u002F27\u002Famanda-gorman-img-models-youth-poet-laureate\"\u003Econtract\u003C\u002Fa\u003E with talent management agency IMG Models.\u003C\u002Fp\u003E\n\u003Cp\u003EGorman joins the ranks of other young super-achievers venerated by society, like Norwegian chess player Magnus Carlsen, who became a grandmaster aged 13; Argentine football player Lionel Messi, who joined Barcelona’s pro team at 17; classical-music prodigy Alma Deutscher, who at 10 was the youngest British composer signed by an agent; and Pakistani women’s education activist Malala Yousafzai, who at 17 was the youngest Nobel Peace Prize recipient. History books will record not only their talents, but the fact that their achievements came so young.\u003C\u002Fp\u003E\n\u003Cp\u003EYet it’s not just the most famous prodigies that Western culture idolises. We glorify young achievement across the board through media awards like \u003Ca href=\"https:\u002F\u002Fwww.forbes.com\u002Fconsent\u002F?toURL=https:\u002F\u002Fwww.forbes.com\u002F30-under-30\u002F2021\u002F\"\u003EForbes\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.inc.com\u002F30-under-30\"\u003EInc\u003C\u002Fa\u003E.’s 30 Under 30 lists, Glamour’s \u003Ca href=\"https:\u002F\u002Fwww.glamour.com\u002Fabout\u002Fcollege-women-of-the-year\"\u003ECollege Women of the Year\u003C\u002Fa\u003E awards and Time’s recently-inaugurated \u003Ca href=\"https:\u002F\u002Ftime.com\u002F5916772\u002Fkid-of-the-year-2020\u002F\"\u003EKid of the Year\u003C\u002Fa\u003E awards. Such lists spotlight young people accomplishing impressive feats in art, science and business, many of which have a wider positive impact.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210211-why-our-relationship-with-young-achievers-is-so-complicated-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210211-why-our-relationship-with-young-achievers-is-so-complicated-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIt’s clear that we’re fascinated by success that comes at an early age. In fact, we view young people’s achievements differently to those of older people because of our perceptions around innate talent as well as age-related stereotypes and media sensationalism. Yet while young achievements can certainly spark awe, they can also induce envy or negative comparison. Understanding how we respond to young brilliance could help us put aside our biases – and better appreciate the inspiration these young people offer. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘Genius is effortless’\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThere are several reasons why we’re primed to extol the accomplishments of the young, including attitudes toward giftedness, societal norms about life milestones and evolving cultural expectations of young people.\u003C\u002Fp\u003E\n\u003Cp\u003E A key factor is the misconception that \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fideas\u002Fvideos\u002Fis-innate-talent-a-myth\u002Fp086wjwk\"\u003Etalent is innate\u003C\u002Fa\u003E, rather than the result of years of labour. “There’s an idea that genius is effortless, and that hard work is somehow less fascinating or valuable,” says psychologist Tanja Gabriele Baudson, who researches giftedness, stereotypes and identity development at Mensa Germany and the Institute for Globally Distributed Open Research and Education. Research shows that effortless achievement is often equated with \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F267864357_%27Smart_students_get_perfect_scores_in_tests_without_studying_much%27_why_is_an_effortless_achiever_identity_attractive_and_for_whom_is_it_possible\"\u003E“authentic” intelligence\u003C\u002Fa\u003E in Western societies, while hard work can be seen as “boring” and a sign of a lack of intelligence, according to a 2014 study of British and Swedish students. \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210211-why-our-relationship-with-young-achievers-is-so-complicated-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"There’s an idea that genius is effortless, and that hard work is somehow less fascinating or valuable –Tanja Gabriele Baudson","id":"worklife\u002Farticle\u002F20210211-why-our-relationship-with-young-achievers-is-so-complicated-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhen young achievers emerge, we assume they must be unique talents because they haven’t had time to put in those years of effort. Yet they too have worked for their success; Gorman, for instance, had to overcome an auditory-processing disorder and speech impediment in childhood; Carlsen began playing chess at age five; and Messi started playing soccer at four. Their accomplishments aren’t just the result of natural talent, but years of practice. “Outstanding achievement in any domain requires both innate ability \u003Cem\u003Eand\u003C\u002Fem\u003E hard work,” emphasises Baudson.\u003C\u002Fp\u003E\n\u003Cp\u003EA contributing factor is how much each young star is disrupting what we perceive as the traditional life trajectory. “We tend to think of the life course and careers in stages, each with their own set of norms and milestones,” explains Hannah Swift, senior lecturer in social and organisational psychology at the University of Kent, who has researched ageism, equality and workplaces. “When one such milestone is met before these norms dictate, it can seem extraordinary.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210211-why-our-relationship-with-young-achievers-is-so-complicated-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"left","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210211-why-our-relationship-with-young-achievers-is-so-complicated-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThat’s particularly true if achievements come early in certain fields. “We’re somewhat conditioned to seeing youthful poets and mathematicians, [whereas] novelists, philosophers and scientists [tend to be older],” says Jonathan Plucker, professor of educational psychology and talent development at Johns Hopkins University and president of the US National Association for Gifted Children. “Athletics offer similar examples, in that certain sports have superstars emerge in their teens, yet for other sports that is a rare exception.”\u003C\u002Fp\u003E\n\u003Cp\u003EIn today’s society, a young mega-achiever reaching new heights tends to be a newsworthy event. “Because media platforms are youth-oriented, achievements of younger people can be propelled and celebrated,” says Swift. “This perpetuates a cycle that under-represents [the success of] older people.”\u003C\u002Fp\u003E\n\u003Cp\u003EYet this cycle is a relatively new one. “Most historical societies took youthful contributions and labour for granted,” says Mary Jo Maynes, professor of history at the University of Minnesota. “Children and youth – in farming and working-class communities, at least – were expected to take on a huge realm of activities that we now regard as adult. These young people, as valued as they were, were not singled out for doing what was expected of them.”\u003C\u002Fp\u003E\n\u003Cp\u003EWith the evolution of Western society, however, ideas of what children should focus on pivoted away from work and responsibility toward school and play. “Modern Western understandings of childhood and development infantilise young people to an extent that produces low expectations,” says Maynes. “We are pleasantly surprised by young people’s accomplishments perhaps because we have relatively low expectations for the young.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210211-why-our-relationship-with-young-achievers-is-so-complicated-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"We love to laud people for amazing achievement – but only a little more than we like to take them down – Jonathan Plucker","id":"worklife\u002Farticle\u002F20210211-why-our-relationship-with-young-achievers-is-so-complicated-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAnd in a world with no shortage of negative headlines, sometimes a gifted young person doing something brave, beautiful or incredible is just the feel-good news we need. According to a 2016 study, positive news stories – including those about people overcoming adversity to find success – made readers \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F303853684_Positive_News_Makes_Readers_Feel_Good_A_Silver-Lining_Approach_to_Negative_News_Can_Attract_Audiences\"\u003Efeel happier than negative stories\u003C\u002Fa\u003E. “It’s human nature to be surprised by very early – or very late – examples of extraordinary achievement in life,” says Plucker. “We love the unexpected.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe dark side of young success \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAs much as young go-getters’ triumphs can provide a vicarious thrill, however, they can also invite scrutiny and criticism. “I think most people have a love-hate relationship with precocity,” says Plucker. “In many Western societies, we love to laud people for amazing achievement – but only a little more than we like to take them down.”\u003C\u002Fp\u003E\n\u003Cp\u003EWhen 21-year-old Tiger Woods won the US Masters Tournament in 1997, he skyrocketed to fame for being the youngest person and first African American to win the prestigious golf championship. Yet when news broke in 2009 of the then-33-year-old’s reported marital infidelities, the headlines veered ruthlessly from his success to his poor personal choices.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210211-why-our-relationship-with-young-achievers-is-so-complicated-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210211-why-our-relationship-with-young-achievers-is-so-complicated-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIt’s not just salacious scandals that cause young achievers to disappoint. At age 14, US tennis player Jennifer Capriati was the youngest woman ever to win a match at Wimbledon, going on to win an Olympic gold medal at 16. But in the ensuing decade she struggled. Despite winning Grand Slam tournaments and hitting the top spot in the rankings toward the end of her career, much of the \u003Ca href=\"https:\u002F\u002Finews.co.uk\u002Fsport\u002Ftennis\u002Fmarta-kostyuk-jennifer-capriati-child-prodigy-119864\"\u003Emedia narrative around her\u003C\u002Fa\u003E centres on the idea that she didn’t live up to her young promise.\u003C\u002Fp\u003E\n\u003Cp\u003EWatching young prodigies fall from grace can trigger a feeling of schadenfreude among onlookers. “We love to see talented young people achieve impressive things, but there is also a sense of envy always lurking in the background,” says Plucker. Beyond jealousy, he says, negative emotions toward young achievers could be due to feeling that your own accomplishments are underappreciated by comparison.\u003C\u002Fp\u003E\n\u003Cp\u003ETaking satisfaction in seeing gifted youth fail also goes hand-in-hand with the misconception that they haven’t worked as hard as others to succeed, says Baudson. By that logic, their downfall “restores the balance and belief in a just, meritocratic world, where people get what they deserve for hard work”.\u003C\u002Fp\u003E\n\u003Cp\u003EBut success is not a zero-sum game, and there are a litany of factors that contribute to success beyond natural ability and hard work, including personality, environment and support system. Just like the challenges that come with every age, life stage and skill level, the success that accompanies each will always be unique to each person.\u003C\u002Fp\u003E\n\u003Cp\u003E“We should not make our own definition of success contingent on others’ success,” says Baudson. “We do not become better when others fail, and we do not become worse when others succeed. Bench-marking yourself against prodigies is unhelpful. “It makes more sense to apply a clear-cut criterion of what you want to achieve and focus on your personal progress.”\u003C\u002Fp\u003E\n\u003Cp\u003EIn the meantime, when young talents like poet Gorman rise to the fore, we can recognise them as the rare gifts they are, instead of holding them to impossible standards or judging ourselves for being less exceptional. Just like the feel-good headlines they spark, young stars can inspire and brighten our world for as long as they shine.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210211-why-our-relationship-with-young-achievers-is-so-complicated-10"}],"collection":null,"disableAdverts":false,"displayDate":"2021-02-16T18:31:19Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why our relationship with young achievers is so complicated","headlineShort":"Our love-hate view of young achievers","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":[],"relatedStories":[],"relatedTag":null,"summaryLong":"Young super-achievers both fascinate and frustrate us. This love-hate relationship tells us a lot about culture – and ourselves.","summaryShort":"We venerate prodigies – but this can also inspire a complicated relationship","tag":[],"textToSpeech":false,"creationDateTime":"2021-02-15T21:16:49.797395Z","entity":"article","guid":"f869b476-165b-4f96-9e0d-17f700dc8649","id":"worklife\u002Farticle\u002F20210211-why-our-relationship-with-young-achievers-is-so-complicated","modifiedDateTime":"2021-09-02T05:18:44.176363Z","project":"worklife","slug":"20210211-why-our-relationship-with-young-achievers-is-so-complicated","cacheLastUpdated":1634675381408},"worklife\u002Farticle\u002F20210315-the-tyranny-of-life-milestones":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210315-the-tyranny-of-life-milestones","_id":"6153603945ceed7a3970d8a1","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"There’s lots of pressure to live up to certain life achievements on a strict timeline. But those milestones are often arbitrary – and way more harmful than we realise.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"BodyA\"\u003ENakul Singh is on track. At 30, he’s finishing up his residency in ophthalmology at Massachusetts Eye and Ear specialty hospital in Boston, looking forward to starting his fellowship year and thinking about marrying his girlfriend in the next couple of years.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EThis is just how he had envisioned things would go. “My personal goal was to be married or engaged by the time I was finishing my residency,” he says. These goals didn’t match up to any intrinsic logic or biological necessity. “I don’t know why. It just seemed like the right sort of timeframe,” he says. When he looked around at what everyone else was doing, it seemed like they were getting married in their late 20s or early 30s, so he matched up his expectations and plans to follow suit. Plus, his grandparents kept teasing him to get married before they died.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EBut Singh wasn’t always so sure that life would go according to plan. While his friends started to get serious with their significant others right after college, he was single, wondering when he was going to find his person. He stressed over getting into the right medical school, then winning a good residency. Life felt uncertain and, as he waited and waited to meet the right partner, he worried that he was falling behind.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EEvery society has a few important life milestones, and those achievements are often tied to a specific timeline. For instance, Western societies prioritise moments like graduating from college at 22, getting married by 30, having kids and buying a house before 35. We mark success by ticking off the boxes, and worry that missing a deadline means we’re failing in our lives or careers. But where do those metrics come from?\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EAs it turns out, these all-important deadlines are often arbitrary, and the pressure to achieve them sometimes comes from amorphous, unidentifiable places. They also aren’t as set in stone as they may seem. From generation to generation, changes in technology and the economy, advances in science and even the political climate can turn what once seemed like a social necessity into an antiquated expectation. Understanding where these expectations come from, and how they differ from the reality we live in now, is important for making personal milestones that are meaningful, instead of clinging to outdated expectations.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210315-the-tyranny-of-life-milestones-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210315-the-tyranny-of-life-milestones-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"BodyA\"\u003E\u003Cstrong\u003EThe mystery of social norms\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EFrom the moment humans pop out of the womb, we are ready to learn. We pick up the language around us and learn the rules of our society, what behaviour is allowed, what’s considered good or bad. “We’re absolutely built that way: to learn norms and to comply with them,” says Jeffrey Arnett, a senior research scholar at Clark University in Massachusetts who studies emerging adulthood. “For the most part we do what’s expected of us.” \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EHow these norms get set is a combination of social, economic and technological factors. “These things develop and we’re all aware of them and we all follow them, but nobody determines them,” says Arnett. “It’s this aggregation of millions of people thinking about things and making decisions and talking to each other. Nobody’s really in control of it.”\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EAmong these influences, parents and families play a huge role, especially around expectations for timing around marriage and kids. For instance, most baby boomers in Western societies generally married in their 20s, bought a house and had kids soon after. Subsequently, they transferred those expectations and that timeline to their millennial children.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210315-the-tyranny-of-life-milestones-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"These things develop and we’re all aware of them and we all follow them, but nobody determines them – Jeffrey Arnett","id":"worklife\u002Farticle\u002F20210315-the-tyranny-of-life-milestones-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"BodyA\"\u003EBut millennials in the US and the UK aren’t hitting those milestones; instead, they’re getting on married an average of \u003Ca href=\"https:\u002F\u002Fwww.pewresearch.org\u002Fsocial-trends\u002F2019\u002F02\u002F14\u002Fmillennial-life-how-young-adulthood-today-compares-with-prior-generations-2\u002F\"\u003Eseven years later\u003C\u002Fa\u003E than their parents, and haven’t married at all. And the age women first give birth has consistently \u003Ca href=\"https:\u002F\u002Fwww.ons.gov.uk\u002Fpeoplepopulationandcommunity\u002Fpopulationandmigration\u002Fpopulationestimates\u002Farticles\u002Fmilestonesjourneyingintoadulthood\u002F2019-02-18\"\u003Erisen over the past 40 years\u003C\u002Fa\u003E, so most millennial women are having children later than their baby boomer parents – waiting until age 29 or older. Similarly, the \u003Ca href=\"https:\u002F\u002Fwww.urban.org\u002Fresearch\u002Fpublication\u002Fmillennial-homeownership\"\u003Ehomeownership rate for millennials is 8% lower \u003C\u002Fa\u003Ethan it was for the preceding two generations.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EThat’s because parents aren’t the only factors that influence these milestones, and millennials were born into a very different world than the one their parents knew, and navigate it in a very different way.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EMillennials are, on average, \u003Ca href=\"https:\u002F\u002Fwww.pewresearch.org\u002Fsocial-trends\u002F2019\u002F02\u002F14\u002Fmillennial-life-how-young-adulthood-today-compares-with-prior-generations-2\u002F\"\u003Ebetter educated\u003C\u002Fa\u003E than previous generations – nearly 40% in the US have a bachelor’s degree compared to only a quarter of baby boomers. That means they’re entering the workforce later, so they start saving for homes later, too. “We certainly realise more and more the importance of education and training,” says Arnett. “That means you’re not likely to be self-sufficient at 19 or 20.” \u003Ca href=\"https:\u002F\u002Fwww.newamerica.org\u002Fmillennials\u002Freports\u002Femerging-millennial-wealth-gap\u002Fhomeownership-and-living-arrangements-among-millennials-new-sources-of-wealth-inequality-and-what-to-do-about-it\u002F\"\u003EDebt from financing college, along with rising home costs\u003C\u002Fa\u003E, also means that fewer millennials can afford to buy homes.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210315-the-tyranny-of-life-milestones-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210315-the-tyranny-of-life-milestones-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"BodyA\"\u003EAnd although expectations that women get married and have kids haven’t changed, ideas about gender norms have shifted. “There was a lot of pressure on women to find a man and get married,” says Arnett. “If you didn't, what else were you going to do?” But now it’s much more common for women to pursue education and careers. Since the mid-1990s, \u003Ca href=\"https:\u002F\u002Fwww.ons.gov.uk\u002Fpeoplepopulationandcommunity\u002Fpopulationandmigration\u002Fpopulationestimates\u002Farticles\u002Fmilestonesjourneyingintoadulthood\u002F2019-02-18\"\u003Emore women have attended university than men\u003C\u002Fa\u003E. So, while in 1966, \u003Ca href=\"https:\u002F\u002Fwww.pewresearch.org\u002Fsocial-trends\u002F2019\u002F02\u002F14\u002Fmillennial-life-how-young-adulthood-today-compares-with-prior-generations-2\u002F\"\u003Eonly 40% of women\u003C\u002Fa\u003E aged 22 to 37 were employed, in 2020, 72% of millennial women were participating in the workforce.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EThat interest in education and career has changed when women have kids. A New York times analysis showed that \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002Finteractive\u002F2018\u002F08\u002F04\u002Fupshot\u002Fup-birth-age-gap.html\"\u003Ewomen with college degrees have children an average of seven years\u003C\u002Fa\u003E later than women who don’t go to college, and that education level was a greater factor in delaying having kids than other factors like home prices. \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EAdvances in science and technology also have had a huge impact on these expectations. Take the example of birth control, which allowed women to start being sexually active years before they planned to marry or have children. “That gives people so much more decision-making power over whether to enter marriage or parenthood,” says Arnett. “That is truly revolutionary.” Right now, it’s considered fairly normal to start exploring sexuality perhaps a decade before marriage, something he notes was unprecedented before the latter half of the 20th Century.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EBut while economic and educational realities have changed drastically, our social expectations haven’t kept pace. One survey by the US Census Bureau showed that \u003Ca href=\"https:\u002F\u002Fwww.census.gov\u002Fcontent\u002Fdam\u002FCensus\u002Flibrary\u002Fpublications\u002F2017\u002Fdemo\u002Fp20-579.pdf\"\u003Ethe majority of Americans believe people should be economically independent by age 21\u003C\u002Fa\u003E. But the same survey also found that the majority of the country didn’t think most students would be done with college until age 22. This contradiction sets people up to fail milestones, even as they work desperately to achieve them.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003E\u003Cstrong\u003E‘The tyranny of the should’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003ENewer generations are feeling the stress. They still feel pressure to live up to their parents’ and grandparents’ norms, even if those expectations really aren’t relevant anymore. One survey showed that, on average, adults \u003Ca href=\"https:\u002F\u002Flongevity.stanford.edu\u002Fwp-content\u002Fuploads\u002F2018\u002F02\u002FMilestones-.pdf\"\u003Eolder than 25 still plan to get married, have kids and buy a home all before age 30\u003C\u002Fa\u003E, even though the number of people actually able to do so has decreased with every generation.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EThat gap between what recent generations think they ought to be achieving and what is possible in today’s financial and educational climate is having a massive impact on their mental health. “In general, greater discrepancies between what people want and what they actually do reliably predict poorer health and wellbeing,” wrote the survey’s authors. The researchers also suggest that the increasing inability to reach major life milestones in the timeframe we set for ourselves may be one explanation for the rise in ‘deaths of despair’, drug overdoses and suicides caused by vanishing jobs and bleak economic outlook.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210315-the-tyranny-of-life-milestones-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"People tend to make big, globalised exaggerations like, “everyone is getting married” or “everyone has more money than I do” – but that’s not true","id":"worklife\u002Farticle\u002F20210315-the-tyranny-of-life-milestones-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"BodyA\"\u003ECharlotte Housden, an occupational psychologist based in Kent, UK, calls this social pressure the “tyranny of the should”. She counsels people who are feeling stressed that they are falling behind to remember that they aren’t alone. Lots of people struggle with the misconception that they aren’t measuring up to society’s standards. She says people tend to make big, globalised exaggerations like, “everyone is getting married” or “everyone has more money than I do”. But that’s not true. “It’s a thinking error,” she says. “Some people have more money. Some people are getting married.”\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EAnd she warns that achieving these goals – either by getting a high paying job or buying a nice home – won’t necessarily make you happy. \"It’s about finding your fit,” she says. Housden recommends taking a moment to separate what it is that you really want and what it is that you feel your parents or family expect. “Understand where your drivers are coming from,” she says. “Is it you that wants to go to college or is it your parents? Is it something you really want?”\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EHousden emphasises focusing on achievements that make you happy, rather than achievements that conform to parental or social expectations. But, she acknowledges, that’s easier said than done.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210315-the-tyranny-of-life-milestones-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"right","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210315-the-tyranny-of-life-milestones-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"BodyA\"\u003ESingh spent much of his mid-20s thinking he had fallen hopelessly behind his friends. But as he aged, he started to gain more confidence in his own path. “I hadn’t met anybody that I wanted to start my life with and that was OK,” he says. “I was putting in the work and becoming the person I wanted to become.” He was lucky to enjoy what he calls “Indian boy privilege”, which gave him a break from the family pressure to get married. Because many of his friends also pursued graduate and professional degrees, he didn’t feel self-conscious about being in school for so long and delaying certain milestones like buying a home or having kids.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EBut he acknowledges that he wouldn’t feel so confident and laid back now if he hadn’t found his girlfriend and started getting life to conform to the milestones he’d set. “I think it would be a lot harder for me to feel satisfied,” he says.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003ESingh’s path took longer than he expected, but there is evidence that these ideas about when we should settle down and have kids are starting to change. The US Census survey also showed that the vast majority of Americans believe that finishing school and getting a job are important markers of adulthood, more so than getting married or having kids. There’s less judgement about living with parents for a period of time after college, and more emphasis on education and financial security. So, while these expectations seemed fixed and finite, the truth is that they’re changing all the time – even if you may not think so.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210315-the-tyranny-of-life-milestones-10"}],"collection":null,"disableAdverts":false,"displayDate":"2021-03-22T16:26:47Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The tyranny of life milestones","headlineShort":"Why millennials don't hit milestones","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":[],"relatedStories":[],"relatedTag":null,"summaryLong":"There’s lots of pressure to live up to certain life achievements on a strict timeline. But those milestones are often arbitrary – and way more harmful than we realise.","summaryShort":"Society tells us we need to keep our lives on a schedule – but why?","tag":[],"textToSpeech":false,"creationDateTime":"2021-03-21T20:23:33.245258Z","entity":"article","guid":"ba144d49-34be-4caa-b7b6-6da5f462088b","id":"worklife\u002Farticle\u002F20210315-the-tyranny-of-life-milestones","modifiedDateTime":"2021-09-02T05:20:26.469759Z","project":"worklife","slug":"20210315-the-tyranny-of-life-milestones","cacheLastUpdated":1634675381408},"worklife\u002Farticle\u002F20211007-why-saying-late-bloomer-is-wrong":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20211007-why-saying-late-bloomer-is-wrong","_id":"61688c7f45ceed139853aedb","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fhannah-hickok"],"bodyIntro":"More than ever, people are succeeding at different ages. Why do we hold onto the notion of 'late bloomers'?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EDoree Shafrir considers herself to be a late bloomer. She got married at 38, had her first child at 41 and generally sees herself as having been late “to dating, to sex, to marriage, to motherhood, to finding the kind of work I truly like to do, to being comfortable in my own skin”.\u003C\u002Fp\u003E\n\u003Cp\u003EWhile the road hasn’t always been smooth, the Los Angeles-based author, 44, now has gratitude for her journey, along with a new perspective on the milestones she once felt she was missing. “These goals are relatively arbitrary and culturally prescribed,” she says. “I now see that the things I saw as ‘mistakes’ were just another part of my story.”\u003C\u002Fp\u003E\n\u003Cp\u003EShafrir views her memoir, Thanks for Waiting: The Joy (& Weirdness) of Being a Late Bloomer, as a “gentle corrective to the idea that we’re supposed to do things on a schedule”. Yet it’s a notion that’s deeply entrenched. Many of us feel – consciously or otherwise – that our paths should fit into a rigid timeline of professional and personal milestones. We may judge ourselves negatively if we hit these milestones ‘late’, in part because of a societal tendency to venerate youthful achievement.\u003C\u002Fp\u003E\n\u003Cp\u003EYet plenty of people find career fulfilment, financial prosperity or rewarding relationships in their own timeframe. In fact, research shows it’s \u003Ca href=\"https:\u002F\u002Flongevity.stanford.edu\u002Fmilestones\u002F\"\u003Eincreasingly common to accomplish major life events at a later age\u003C\u002Fa\u003E than previous generations. Given that we’re living longer, switching careers more often and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201112-has-the-meaning-of-work-changed-forever\"\u003Eseeking more meaning\u003C\u002Fa\u003E in our work, it makes sense for more people to ‘bloom’ later in life. And as they do, the stigma of succeeding at an older age – including the idea that it’s less impressive and more surprising than doing so young – is an increasingly outdated and narrow-minded view of age and achievement. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe timeline of success\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe fact that we use the ‘late bloomer’ label at all partially stems from our expectation that people accomplish certain life goals around specific, often young ages – and those who miss those marks are ‘behind’. Culturally, we tend to normalise particular timelines – and often view those who adhere to them as more successful – due to a widespread fixation \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210211-why-our-relationship-with-young-achievers-is-so-complicated\"\u003Eon youthful achievement\u003C\u002Fa\u003E. Often, modern ideals of success come with the pressure to make it as young as possible.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20211007-why-saying-late-bloomer-is-wrong-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"These goals are relatively arbitrary and culturally prescribed. I now see that the things I saw as ‘mistakes’ were just another part of my story – Doree Shafrir","id":"worklife\u002Farticle\u002F20211007-why-saying-late-bloomer-is-wrong-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAs a result, we may treat early-in-life accomplishments as either the norm or, in exceptional cases, inspiring, while older success merely meets our minimum expectations – or, in more extreme views, is even seen as ‘late’. Yet, while we’ve bought into this sooner-is-better narrative, we’re not actually hitting the milestones culture sets us up to chase.\u003C\u002Fp\u003E\n\u003Cp\u003EA 2017 Stanford study showed that across generations, people’s \u003Ca href=\"https:\u002F\u002Flongevity.stanford.edu\u002Fmilestones\u002F\"\u003Eideal timing for achieving life milestones has, on average, remained consistent\u003C\u002Fa\u003E: start a full-time job by 22, start saving for retirement by 25, marry by 27, buy a home by 28 and start a family by 29. Every age group, however, has experienced a successive drop in the actual percentage of people hitting those deadlines in comparison to the previous generation, with 25-to 34-year-olds showing the largest gap between ideal and actual timing. The researchers concluded that chasing these antiquated targets is “setting up younger generations to fail”.\u003C\u002Fp\u003E\n\u003Cp\u003EYet even as more of us are ‘blooming’ later, discussions around late bloomers are unchanged. We continue to be surprised by stories of later-in-life success, and \u003Ca href=\"https:\u002F\u002Fwww.businessinsider.com\u002F24-people-who-became-highly-successful-after-age-40-2015-6\"\u003Eframe them as outside of the norm\u003C\u002Fa\u003E, in spite of their prevalence, both now and throughout modern history.\u003C\u002Fp\u003E\n\u003Cp\u003E“In the current system, if you haven’t been identified as accomplishing something at an early age, we assume you’re not capable of it,” explains Todd Rose, author of Dark Horse: Achieving Success Through the Pursuit of Fulfillment, who studies cultural attitudes towards success and individuality. “We’re surprised when someone that’s not young makes a major contribution – we don’t know how to make sense of it, and view it as a curious one-off rather than an underlying trend.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211007-why-saying-late-bloomer-is-wrong-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09xzwgf"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211007-why-saying-late-bloomer-is-wrong-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EWhat late bloomers stand to gain\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThe construct of late bloomers is not only outdated, but can also be toxic to those who do succeed later in life, after the age they’re ‘supposed’ to reach a milestone. Such people may struggle with feelings of failure, negative self-comparison to others, and even the sense that they’ve been forgotten or left behind.\u003C\u002Fp\u003E\n\u003Cp\u003E“We’ve all internalised the myth of young success to the point where, depressingly, a lot of older folks have bought into it as well,” says Rose. “We need to get past the idea that fast is smart and slow is dumb, and the attitude that ‘if I’m older it’s too late for me’. We can’t continue to leave it to late bloomers to scrape by, and hope the existing system doesn’t crush them.”\u003C\u002Fp\u003E\n\u003Cp\u003EUltimately, removing pressure to succeed on a certain timeline is not only good for mental health, but it can also enable the people we currently label ‘late bloomers’ to enjoy the distinct successes that come with achieving later. \u003C\u002Fp\u003E\n\u003Cp\u003EMany of these strengths and skills are a direct result of spending more time on self-discovery, learning and even failure. “Late bloomers may have faced additional challenges on their pathway to achievement, leading them to develop more resilience,” says Chia-Jung Tsay, an associate professor at University College London, who studies the psychology and perception of performance and advancement. “Such people may be more prepared to adapt to difficult circumstances, uncertainty and change.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211007-why-saying-late-bloomer-is-wrong-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"In the current system, if you haven’t been identified as accomplishing something at an early age, we assume you’re not capable of it – Todd Rose","id":"worklife\u002Farticle\u002F20211007-why-saying-late-bloomer-is-wrong-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBeyond increased flexibility, a longer road to success also brings opportunities to discover and cultivate meaningful values and passions that are personally resonant, rather than what society pushes us towards. “What allows late bloomers to break through is that they’ve had to accumulate enough experience to realise that following someone else’s view of a successful life is never going to lead them where they want,” says Rose. “My research shows that people in their 40s, 50s and 60s who are unfulfilled and make a pivot in their lives or careers often end up making incredible contributions.”\u003C\u002Fp\u003E\n\u003Cp\u003EShafrir made one such swerve when she left her dream job in traditional journalism to launch a podcast in her 40s. Despite feeling like a failure at various moments along the way – like when she dropped out of a PhD programme, moved away from New York and undertook fertility treatments – in hindsight, she saw the value in her winding path. Despite fears and doubts, she realised she’d “found something better – something that, I was sure, made more of an impact on other people’s lives, and my own”.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EShifting the narrative\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EClearly, we’re due for a reset in how we view accomplishments in terms of age – we simply can’t afford to maintain a bias that leads to overlooking a whole band of the population’s untapped potential.\u003C\u002Fp\u003E\n\u003Cp\u003E“As a society, we need to change our mindset that views late bloomers as an anomaly,” says Rose. “There’s absolutely zero relationship between the age or speed at which you achieve something and the ultimate contribution you can make.”\u003C\u002Fp\u003E\n\u003Cp\u003EWhile Shafrir learned this lesson in her own time, she hopes future generations will be spared from the age-related achievement pressures she faced – particularly as a woman. “We need to remain vigilant and continue to challenge the status quo that ultimately doesn’t serve so many of us,” she adds.\u003C\u002Fp\u003E\n\u003Cp\u003EThe pandemic may offer one such opening for culture to begin to course-correct. “The disruption creates an opportunity for us to intentionally shift the zeitgeist and see late bloomers in a new way,” says Rose. “The ‘late bloomer’ concept is a relic of a time when we thought pace equalled ability. Now, we’re shifting towards work being a source of fulfilment, not just income. Once people realise that fulfilment produces excellence, not the other way around, we can help people to make their best contributions, whenever they occur.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211007-why-saying-late-bloomer-is-wrong-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-10-15T12:54:16Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why saying 'late bloomer' is wrong","headlineShort":"Why saying 'late bloomer' is wrong","image":["p09xzwb9"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210211-why-our-relationship-with-young-achievers-is-so-complicated","worklife\u002Farticle\u002F20210315-the-tyranny-of-life-milestones","worklife\u002Farticle\u002F20210315-the-tyranny-of-life-milestones"],"relatedTag":null,"summaryLong":"More than ever, people are succeeding at different ages. Why do we hold onto the notion of 'late bloomers'?","summaryShort":"Many people are succeeding later in life – why do we see it as an exception?","tag":["tag\u002Fhow-we-live"],"textToSpeech":false,"creationDateTime":"2021-10-14T20:00:46.423367Z","entity":"article","guid":"8af0892f-9382-4156-8a75-56f079879c1e","id":"worklife\u002Farticle\u002F20211007-why-saying-late-bloomer-is-wrong","modifiedDateTime":"2021-10-14T20:00:46.423367Z","project":"worklife","slug":"20211007-why-saying-late-bloomer-is-wrong","cacheLastUpdated":1634675381408},"worklife\u002Farticle\u002F20210921-why-hard-work-alone-isnt-enough-to-get-ahead":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210921-why-hard-work-alone-isnt-enough-to-get-ahead","_id":"615360cc45ceed206a065aa4","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"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":[],"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":[],"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":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"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":[],"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":1634675381409},"worklife\u002Farticle\u002F20210826-why-so-many-workers-have-lost-interest-in-their-jobs":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210826-why-so-many-workers-have-lost-interest-in-their-jobs","_id":"61535ff145ceed53723cb860","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"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":1634675381410},"worklife\u002Farticle\u002F20210927-the-overemployed-workers-juggling-remote-jobs":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210927-the-overemployed-workers-juggling-remote-jobs","_id":"6153817c45ceed1870361fac","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Now out of the daily eye of managers, people are taking on additional, secret jobs. What could go wrong?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ETwo corporate email addresses, two computers, two bosses?\u003C\u002Fp\u003E\n\u003Cp\u003EAs many knowledge workers have been remote for nearly two years, out of their manager’s line of vision, an increasing number of people are quietly taking on second full-time positions. Home-based set-ups have enabled workers to secretly do two remote jobs at once – and \u003Ca href=\"https:\u002F\u002Fwww.businessinsider.com\u002Fsecond-jobs-secret-salary-income-money-remote-work-overemployed-2021-8\"\u003Esome workers are banking hundreds of thousands of extra dollars per year\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EAn extra job can become a safety net of extra income and experience – useful tools in an age of mass redundancies, economic uncertainty and continually \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit\"\u003Edeprioritised worker wellbeing\u003C\u002Fa\u003E. Yet taking on an extra full-time job is a bold choice that requires stealth and an appetite for risk. Some workers who are taking the leap into overemployment do so to take back a sense of control, or to game a system they believe has exploited them for too long.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWorking the system\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIt’s not uncommon to hear of workers pursuing side hustles while they work in full-time jobs: selling jewellery on Etsy, driving an Uber during after hours, assembling furniture at weekends with TaskRabbit. But 'overemployment’ is different: an employee could hold simultaneous, separate full-time jobs, completed on different computers.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210927-the-overemployed-workers-juggling-remote-jobs-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210927-the-overemployed-workers-juggling-remote-jobs-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOveremployment is not an entirely new phenomenon. It’s been an “open secret” in the tech industry for years, says an overemployed worker in his late 30s in the US Bay Area who goes by ‘Isaac’ in the overemployment community. He’s been working two jobs for years, and says he makes more than $600,000 doing it.\u003C\u002Fp\u003E\n\u003Cp\u003EIn April 2021, Isaac \u003Ca href=\"https:\u002F\u002Foveremployed.com\u002F\"\u003Elaunched Overemployed\u003C\u002Fa\u003E, a website with articles about how to navigate holding down multiple remote jobs. (\u003Ca href=\"https:\u002F\u002Foveremployed.com\u002F12-rules-for-working-remote-wfh\u002F\"\u003EThe number one rule\u003C\u002Fa\u003E? Don’t talk about holding down multiple remote jobs.) He says that for the past 20 years, some workers have exploited pockets in the tech industry that were remote-friendly long before the pandemic. But now, as more workers across fields all over the world have been given the opportunity to work from home, anecdotal evidence suggests more people are exploring the overemployment lifestyle.\u003C\u002Fp\u003E\n\u003Cp\u003EIsaac says users of his site live all over the world and “run the gamut” of ages, from those 60-plus to people in their 20s, just starting out (who may even “double intern” and hold two remote internships). But he says most users tend to be in the 35-to-40 age range, who “have a lot of experience already and are a little jaded by the corporate world”.\u003C\u002Fp\u003E\n\u003Cp\u003EGenerally, both before the pandemic and during it, Isaac says it’s rare to hear of anybody getting caught; usually it’s a matter of the individual being sloppy in keeping the two jobs separate, although he’s heard of an instance in which spyware caught a programmer running a script he wasn’t supposed to be running on his primary job’s computer – that person got fired.\u003C\u002Fp\u003E\n\u003Cp\u003EIsaac maintains overemployment doesn’t necessarily mean working extra-long days – workers can put in 30 hours a week at their primary job, for example, and then use the time that would’ve otherwise been filled by non-mandatory meetings or \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210819-the-case-for-a-shorter-workweek\"\u003Ecyberloafing\u003C\u002Fa\u003E for their second job.\u003C\u002Fp\u003E\n\u003Cp\u003EOf course, overemployment is legally tricky: whether it’s possible depends on what kind of contract a worker signed when they were hired at their primary job, and if they’re breaking any non-compete agreements. And unsurprisingly, it’s extremely controversial, or even seen as unethical; contractual obligations aside, workers are essentially lying (by omission or otherwise) to their ‘main’ employer. News outlets have called this kind of ‘business bigamy’ dishonest and wrong when readers have written in asking for advice \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2021\u002F09\u002F08\u002Fmagazine\u002Foveremployed-work-ethics.html\"\u003Eas to whether they should ‘out’ overemployed colleagues at work.\u003C\u002Fa\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EBut for those who can make the arrangement work – both legally and logistically – Isaac argues overemployed workers stand to gain a lot. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘A moment of reckoning’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EUnsurprisingly, Isaac says one reason workers take on a second, secret full-time job is to diversify sources of cash flow and make money in more efficient ways. But he believes money isn’t the entire driver. \u003C\u002Fp\u003E\n\u003Cp\u003ECatherine Chandler-Crichlow, executive director for career management at Ivey Business School at Western University in Ontario, Canada, agrees, saying the framing of overemployed workers “surreptitiously trying to make more money” isn’t necessarily correct. “As we have been forced to work from home, people have probably started looking at, ‘where can my skill set be truly optimised?, ‘What are some of the things that I have a real passion for – and how might I use those skills differently?’,” she says.\u003C\u002Fp\u003E\n\u003Cp\u003EChandler-Crichlow, who specialises in studying human capital – the skills, expertise and knowledge workers bring to their jobs – says that this concept is especially germane to the discussion of overemployment. For example, there may be someone who has a primary job of being a financial analyst, but they also enjoy something else, like coding or writing. The current widespread remote working situation allows that analyst to find a job coding or writing, and to put those skills to use.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210927-the-overemployed-workers-juggling-remote-jobs-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Some workers believe secret overemployment helps them break free of employers that haven’t given them that promotion or pay rise they’ve been chasing for years","id":"worklife\u002Farticle\u002F20210927-the-overemployed-workers-juggling-remote-jobs-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“I now become the master of what I would like to do and where I would like to spend my time,” says Chandler-Crichlow. She says that for workers in lower socio-economic groups, holding down multiple jobs is a means of survival. But what’s different here is that “professionals who could be described as highly skilled are taking greater ownership of their careers”.\u003C\u002Fp\u003E\n\u003Cp\u003EErin Hatton, associate professor of sociology who studies work and labour at the University at Buffalo in New York, US, agrees. “Maybe [workers are] trying new things. I think this is a moment of reckoning with the world of work, and thinking about what role work plays in our lives,” says Hatton. Overemployment can “free people to maybe try on other jobs for size; maybe take on extra work that may not pay well, but may be more meaningful to them.”\u003C\u002Fp\u003E\n\u003Cp\u003ESo, it’s no coincidence that more people are trying this out in recent months. “I think the pandemic may have pushed people to do more of that deep thought and what it is they’re spending their lives doing, and deciding I could probably do more with my life,” says Chandler-Crichlow. By pursuing overemployment more workers seem to be saying to themselves, she says: “’Yes, I want to really utilise the skills and capabilities I have. And if someone wants to pay me – I’ll do it.’”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ERailing against employers\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe fact that people are turning to overemployment also signals important systemic workplace issues.\u003C\u002Fp\u003E\n\u003Cp\u003EFor a long time, many workers have felt like their jobs are unfulfilling or meaningless – leading to problems like \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210426-why-we-may-be-measuring-burnout-all-wrong\"\u003Eburnout\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210701-the-damaging-effects-of-boreout-at-work\"\u003Eboreout\u003C\u002Fa\u003E – and that they’re constantly chasing success within a system that gives managers a disproportionate amount of power within the working relationship. That may be one of the reasons overemployment has become more popular, experts say.\u003C\u002Fp\u003E\n\u003Cp\u003ESo if managers don’t realise workers are doing this, are they bad managers? “My sense is that they simply do not have systems in place to surveil workers in this way,” says Hatton. “For many lower wage workers, both remote and non-remote, there is plenty of surveillance that effectively disallows this kind of double dipping. Think call centre workers who work remotely but technology monitors the number of calls they take. But for workers who [are] typically in the worksite and are not already punitively surveilled in this way, they just don’t have a system in place to monitor and enforce this.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210927-the-overemployed-workers-juggling-remote-jobs-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210927-the-overemployed-workers-juggling-remote-jobs-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“How employers respond to this could also vary across of a spectrum of no support at one end,” says Chandler-Crichow, to companies somewhat giving their blessing, “as long as it does not impact your responsibilities at their organisations.”\u003C\u002Fp\u003E\n\u003Cp\u003EFrom Isaac’s perspective as an overemployed worker, and based on the activity on his website, one of the reasons people take on secret second jobs is because they feel disillusioned with the realities of corporate life. Some workers believe secret overemployment helps them break free of employers that haven’t given them that promotion or pay rise they’ve been chasing for years.\u003C\u002Fp\u003E\n\u003Cp\u003E“There’s a sense that our bosses own us a little bit, and I see this as an interesting pushback against that normative sense of ownership,” says Hatton. “It’s expected that we really owe them everything. That we’re theirs. But when push comes to shove, they can fire us tomorrow for no reason at all. This is taking back a little bit of that sense of power.”\u003C\u002Fp\u003E\n\u003Cp\u003EWhen Isaac's company was rolling out redundancies during the pandemic, he survived, but emerged with new resolve – he wouldn’t be one of many faceless employees. “You treat me like a number, I’m going to treat you like a number,” he says. So, armed with two separate laptops, he works two separate jobs, plus a part-time gig. He says he’s never been found out or had any close calls.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhat happens next?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EOveremployment may be ticking up, but those who go for the secret second job are still in the minority – and the move still carries a lot of risk.\u003C\u002Fp\u003E\n\u003Cp\u003EPlus, as the increase in overemployment is relatively new, there’s a lot both workers and employers alike don’t yet know. For instance, it’s unclear how companies will respond if they feel vulnerable, or if they realise an employee is breaching the terms of a non-compete contract. Perhaps managers will more closely monitor employees’ social media activity to find something incriminating, or might install software on company machines to detect anything fishy.\u003C\u002Fp\u003E\n\u003Cp\u003EFor now, though, some workers will embrace overemployment – as long as one of their supervisors doesn’t catch them.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210927-the-overemployed-workers-juggling-remote-jobs-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-09-29T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The 'overemployed' workers juggling remote jobs","headlineShort":"The rise of 'overemployed' workers","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":[],"relatedStories":[],"relatedTag":null,"summaryLong":"Now out of the daily eye of managers, people are taking on additional, secret jobs. What could go wrong?","summaryShort":"A group of remote workers with secret second jobs is growing","tag":[],"textToSpeech":false,"creationDateTime":"2021-09-28T20:56:22.003577Z","entity":"article","guid":"338d4207-a493-460c-9c95-c713f41b3ce0","id":"worklife\u002Farticle\u002F20210927-the-overemployed-workers-juggling-remote-jobs","modifiedDateTime":"2021-09-29T13:39:39.946265Z","project":"worklife","slug":"20210927-the-overemployed-workers-juggling-remote-jobs","cacheLastUpdated":1634675381409},"worklife\u002Farticle\u002F20211008-why-not-every-good-worker-has-to-be-a-superstar":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20211008-why-not-every-good-worker-has-to-be-a-superstar","_id":"616744ee45ceed1b8c2ded59","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fkate-morgan"],"bodyIntro":"We spend so much time lauding standout workers. But the average worker is just as important – so why don't they get their due?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn our career-driven culture, there’s a familiar narrative about the office superstar. They’re the stand-out employee with the best reputation and the biggest ideas; the person always first in line for a raise, promotion or employee-of-the-month award.\u003C\u002Fp\u003E\n\u003Cp\u003EIn the age of exceptionalism, it’s easy to see going above and beyond as the only path to success. If you’re not the top performer in the office now, conventional wisdom says, you ought to be striving to get there. But as much as we like to think of ourselves as good at our jobs, the vast majority of workers aren’t top performers.\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, being simply competent – or ‘average’ – at a job isn’t a bad thing. Not every worker wants to be. And, in fact, the average worker is essential – if not more so than the superstar.\u003C\u002Fp\u003E\n\u003Cp\u003EMiddle-of-the-pack employees are often maligned or even misunderstood, according to Paul White, a Kansas, US-based psychologist specialising in workplace culture. “Think about any curve, and most people are somewhere in the middle,” he says. “Most employees are average, and that’s a good thing.”\u003C\u002Fp\u003E\n\u003Cp\u003EWhite says it’s like an American football team. “You can have the greatest quarterback, running back and receiver. But if you don’t have a group of solid blocks and tackles, those stars can’t perform,” he says. “You have to have everybody in order for the team to be successful. The importance of that middle-ground worker is not valued enough.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EIt’s perfectly OK to be perfectly adequate\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe simplest definition of ‘average’, says Danielle Crough, an organisational psychologist at the University of Nebraska at Omaha, US, is a worker who meets expectations – nothing more or less. \u003C\u002Fp\u003E\n\u003Cp\u003EAnd while some may start out in the middle of the pack and eventually become higher performers, many average workers, explains White, don’t \u003Cem\u003Ewant \u003C\u002Fem\u003Eto be at the top of the heap. “The reality is a lot of people don’t want to be a star,” he says. “They’ve got family, kids, other things going on. They don’t want more responsibility at work. It’s not always about excelling at work. Some will move up, some will move down and some will stay in the middle.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20211008-why-not-every-good-worker-has-to-be-a-superstar-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"You can have the greatest quarterback, running back and receiver. But if you don’t have a group of solid blocks and tackles, those stars can’t perform – Paul White","id":"worklife\u002Farticle\u002F20211008-why-not-every-good-worker-has-to-be-a-superstar-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBut being firmly average, says Crough, doesn’t mean an employee’s career has stalled, or their skills have stagnated. “It actually might be an indication that they’re in their sweet spot,” she says.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd although professional culture lauds the super achievers, it’s perfectly OK to be perfectly adequate, explains White. The average worker’s role is essential to keeping a company humming. Middle-of-the-pack employees are immensely valuable to employers, because these people, doing the day-to-day work, make it possible for a small number of workers to go above and beyond. “Average workers show up, follow instructions and try to get along. And an employee like that is a gem: I’ll build a team on those people all day long.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA lack of recognition\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EEven if simply fulfilling a job description is what a worker wants, employers don’t always reward staying in this so-called sweet spot. In a culture of exceptionalism, doing what’s expected isn’t seen an as achievement. And that’s a big problem, because a lack of recognition can quickly lead to someone feeling undervalued – and even drive workers to leave their jobs.\u003C\u002Fp\u003E\n\u003Cp\u003E“Most organisations and businesses have some form of employee recognition programme,” says White. The problem, he adds, is these tend to honour a very small group of employees. “One of the things we know is that those performance and recognition programmes tend to only touch the top 10% or 15% of any group, and those are the stars.”\u003C\u002Fp\u003E\n\u003Cp\u003EThat leaves “a big middle group – 50% or 60%”, by White’s estimation, whose contributions, because they’re not exceptional, go completely unrecognised.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211008-why-not-every-good-worker-has-to-be-a-superstar-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09y3hy5"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211008-why-not-every-good-worker-has-to-be-a-superstar-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“The real problem with that is that is that almost 80% of people who leave their jobs voluntarily cite a lack of appreciation as a top factor,” says White. That number comes from a OC Tanner Institute study, which also showed \u003Ca href=\"https:\u002F\u002Fwww.octanner.com\u002Fcontent\u002Fdam\u002Foc-tanner\u002Fdocuments\u002Fglobal-research\u002FWhite_Paper_Performance_Accelerated.pdf\"\u003E65% of Americans said they weren’t recognised at work\u003C\u002Fa\u003E during the year leading up to the survey.\u003C\u002Fp\u003E\n\u003Cp\u003EThat lack of recognition for the average employee, adds Crough, seems to be a driver of the ongoing \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit\"\u003EGreat Resignation\u003C\u002Fa\u003E, in which workers are leaving their jobs in record numbers.\u003C\u002Fp\u003E\n\u003Cp\u003E“People aren’t feeling valued,” she says. “The organisations who are saying, ‘hey, we’re paying attention, we value you, we appreciate what you’re doing’ aren’t the ones losing their people. But when your boss hasn’t complimented you since 2016 and a recruiter calls and says, ‘hey we think you’re great and we want you here’, you’re going to perk up.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EChanging the definition of success\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ERecognising the contribution of average workers isn’t just good for these employees – it’s vital for employers. Keeping middle-of-the-pack employees engaged and on board literally keeps companies in business, since these workers keep day-to-day operations smooth. \u003C\u002Fp\u003E\n\u003Cp\u003E“In this economy, you can’t find replacements,” adds White, “so retaining your team is key for an organisation to continue to function effectively.” And to do this, companies will need to change the way people are recognised and the metrics by which a ‘good job’ are measured.\u003C\u002Fp\u003E\n\u003Cp\u003EEmployees who meet – but don’t exceed – expectations aren’t doing the bare minimum, says Crough. They’re doing exactly what they’re supposed to be, and that’s deserving of recognition. “Doing what you’re supposed to do really is special,” continues Crough. “The worker that’s consistent and shows up is so valuable, and we need to give them even more credit these days.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211008-why-not-every-good-worker-has-to-be-a-superstar-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Doing what you’re supposed to do really is special – Danielle Crough","id":"worklife\u002Farticle\u002F20211008-why-not-every-good-worker-has-to-be-a-superstar-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAn average performance should be celebrated too, adds Crough. Awards and honours aren’t just for those who go above and beyond. “We should create awards around things like consistency in performance,” she says. “More recognition of that would help. It’s like the kid in school who gets the attendance award: we need a version of that for the workplace.”\u003C\u002Fp\u003E\n\u003Cp\u003EIn addition to extra honours like awards, Crough says it’s also important to make sure those workers who are delivering a consistent, if unchanging, performance should be recognised in other ways.\u003C\u002Fp\u003E\n\u003Cp\u003E“Don’t tie raises to promotion,” she says. “Continuing to give merit raises and bonuses for people who are operating in the middle is a good thing. I also talk to leaders a lot about saying thank you, and not forgetting to do that even for things that seem basic. We have to be intentional and let people know they’re cared about as whole people and their efforts are recognised.”\u003C\u002Fp\u003E\n\u003Cp\u003EAppreciating the average worker, says White, is one the best ways for organisations to weather the Great Resignation without losing crucial members of their teams. “Companies and leaders who get it – who understand the value of their everyday worker and pay attention to them – are some of the most successful,” he says, “not only from a profitability point of view, but from the perspective of keeping people, and maintaining a positive culture.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211008-why-not-every-good-worker-has-to-be-a-superstar-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-10-14T11:44:56Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why not every good worker has to be a superstar","headlineShort":"Is being 'average' enough at work?","image":["p09y3hq4"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210921-why-hard-work-alone-isnt-enough-to-get-ahead","worklife\u002Farticle\u002F20210826-why-so-many-workers-have-lost-interest-in-their-jobs","worklife\u002Farticle\u002F20210927-the-overemployed-workers-juggling-remote-jobs"],"relatedTag":null,"summaryLong":"We spend so much time lauding standout workers. But the average worker is just as important – so why don't they get their due?","summaryShort":"Not the superstar at your job? You don’t need to be to succeed","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2021-10-13T20:43:24.90409Z","entity":"article","guid":"29105ac5-5d5d-4c41-b3ef-49f344211468","id":"worklife\u002Farticle\u002F20211008-why-not-every-good-worker-has-to-be-a-superstar","modifiedDateTime":"2021-10-13T20:43:24.90409Z","project":"worklife","slug":"20211008-why-not-every-good-worker-has-to-be-a-superstar","cacheLastUpdated":1634675381409},"worklife\u002Farticle\u002F20210728-why-new-yorkers-pay-15-for-sad-desk-salads":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210728-why-new-yorkers-pay-15-for-sad-desk-salads","_id":"6153601045ceed62e53cbebf","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Luscious, organic, fresh-made salads dominate New York workers’ lunch scene. But is eating one just about the food?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EI remember the first time I went to get lunch at my first 9-to-5 job in New York City, in 2015. I didn’t bring lunch from home – after all, I had just moved to one of the world’s culinary meccas, so I was excited to see where my new workmates would lead me. Maybe one of the city’s famed delis for a sandwich? A hidden hole-in-the-wall in nearby Chinatown, perhaps?\u003C\u002Fp\u003E\n\u003Cp\u003EInstead, we lined up in a massive queue, with dozens of phone-scrolling people, snaked around the block. When we entered the shiny storefront, I saw that it was a takeaway salad place; it was packed, loud and fast. I had to scream my order to the super-efficient staff, who made my salad in front of me. When I got to the till, the bill was nearly $15.\u003C\u002Fp\u003E\n\u003Cp\u003EThat was my first experience of New York City’s “\u003Ca href=\"https:\u002F\u002Fwww.theatlantic.com\u002Fculture\u002Farchive\u002F2013\u002F07\u002Feverything-new-york-times-has-taught-us-about-chopped-salad\u002F313272\u002F\"\u003Esalad culture\u003C\u002Fa\u003E”. Office workers across the country and world may have heard of the “\u003Ca href=\"https:\u002F\u002Fwww.ft.com\u002Fcontent\u002Fdd6fa9e1-d031-4f21-a1dd-2428f9bf48a2\"\u003Esad desk salad\u003C\u002Fa\u003E” – joylessly eating a bland bowl of romaine for lunch in front of your work computer. But in New York, and other major metropolitan centres including San Fransicso and Washington, DC, the desk-salad experience has been elevated to new heights; some takeaway chains have become worth billions in a few short years, as pricey fresh-made salad has become synonymous with office jobs.\u003C\u002Fp\u003E\n\u003Cp\u003EAs workers return to their desks after months of work-from-home, queues are already reforming at New York City’s premium chains, indicating that salad culture will withstand the pandemic. Why are we so in-thrall to these lunch offerings – and is there a message in there about long hours and performative work cultures? Or do we just really like salad?\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhy office workers love salad\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ENew York City is synonymous with food trends, from \u003Ca href=\"https:\u002F\u002Fqz.com\u002Femails\u002Fquartz-obsession\u002F1175562\u002F\"\u003Epasta primavera’s popularity in the 1980s\u003C\u002Fa\u003E, to the \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Fworld\u002F2006\u002Ffeb\u002F26\u002Fjapan.foodanddrink\"\u003Emainstreaming of sushi in the 1990s\u003C\u002Fa\u003E and the \u003Ca href=\"https:\u002F\u002Fwww.marieclaire.co.uk\u002Flife\u002Fhealth-fitness\u002Fdavid-sax-cupcakes-trend-64658\"\u003ESex and the City-fueled cupcake craze of the 2000s\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EBut in the last few years, premium takeaway chains specialising in deluxe, flavourful salads \u003Ca href=\"https:\u002F\u002Fwww.youtube.com\u002Fwatch?v=INAdl_N_ju0\"\u003Ehave exploded\u003C\u002Fa\u003E. These millennial-targeted chains sell customisable, Instagrammable salads, and offer fresh, local, organic ingredients: tofu, wild rice, avocadoes, crumbled goat cheese, quinoa, roasted shrimp, raw beets, kabocha squash. Most of these salads \u003Ca href=\"https:\u002F\u002Fwww.fastfoodmenuprices.com\u002Fsweetgreen-prices\u002F\"\u003Ecost at least $10\u003C\u002Fa\u003E, and eating them signifies a certain urban, aspirational lifestyle – some media outlets call Sweetgreen, arguably the most popular company operating in this space, “\u003Ca href=\"https:\u002F\u002Fny.eater.com\u002F2019\u002F11\u002F7\u002F20952470\u002Fsweetgreen-power-lunch-nyc\"\u003Ethe new NYC power lunch\u003C\u002Fa\u003E”. Other big players include chains called Chop't and Just Salad, all of which are ubiquitous in Manhattan.\u003C\u002Fp\u003E\n\u003Cp\u003E“Nowadays, every block has one” of these salad takeaways, says Hans Taparia, clinical associate professor of business and society who specialises in the business of food at New York University in New York City.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210728-why-new-yorkers-pay-15-for-sad-desk-salads-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210728-why-new-yorkers-pay-15-for-sad-desk-salads-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EPart of the attraction, of course, is that salad is healthy (depending what you put in it). Choosing one to eat at the office \u003Ca href=\"https:\u002F\u002Fwww.thecut.com\u002F2015\u002F12\u002Fsalad-lunch-women-work.html\"\u003Esends an image of responsible self-restraint\u003C\u002Fa\u003E to others – you’re far too healthy for that 1,000-calorie burger, after all. The sentiment that salad is a diet food, and one that should be required eating for responsible adults, \u003Ca href=\"https:\u002F\u002Fwww.theatlantic.com\u002Fhealth\u002Farchive\u002F2016\u002F07\u002Fthe-sad-ballad-of-salad\u002F493274\u002F\"\u003Eparticularly hits women in our society\u003C\u002Fa\u003E, as seen with the “\u003Ca href=\"https:\u002F\u002Fmedium.com\u002Fcollective-rage-a-play-in-five-boops\u002Fwomen-laughing-alone-with-salad-the-meme-the-myth-the-legend-88b7179689ea\"\u003Ewoman alone laughing with salad\u003C\u002Fa\u003E” meme a few years back. (Though men are not immune to judgement; I remember once being openly mocked for eating McDonald’s at work.) \u003C\u002Fp\u003E\n\u003Cp\u003EAlso, salad is inoffensive to colleagues. While many cultures aren’t so sensitive – and in fact celebrate food diversity – some believe there’s something about the American workplace that’s especially “de-odourised”. According to John Hayes, professor of food science at Penn State University, US, and director of its Sensory Evaluation Center, “I think one of the biggest faux pas in the American corporate office is you don’t want to be the guy with the stinky lunch.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ESalad as a signal?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThen there’s the speed aspect: these chains are generally staffed to serve a lunch rush, meaning you can be in and out – despite the queue – in minutes. Many places emphasise their order-ahead option, minimising your time away from your desk as you run out and pick up your pre-prepared salad (on a sprawling wall among a frenzy of other young, hungry professionals). \u003C\u002Fp\u003E\n\u003Cp\u003EThat speed is key because of US working culture, which values a tireless work ethic, to the point of burnout. That means workers \u003Ca href=\"https:\u002F\u002Fwww.washingtonpost.com\u002Ftravel\u002F2019\u002F08\u002F28\u002Fwhat-does-america-have-against-vacation\u002F\"\u003Eleave paid holiday on the table\u003C\u002Fa\u003E, \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2016\u002F02\u002F28\u002Fmagazine\u002Ffailure-to-lunch.html\"\u003Ework through lunch breaks\u003C\u002Fa\u003E or, \u003Ca href=\"https:\u002F\u002Fwww.newswise.com\u002Farticles\u002Fis-your-desk-making-you-sick-new-survey-finds-desktop-dining-poses-food-poisoning-risk\"\u003Ein the case of 62% of the population\u003C\u002Fa\u003E, eat lunch at their desks. This would be unheard of in some other countries; in France, labour laws used to forbid workers from eating at their desks, \u003Ca href=\"https:\u002F\u002Fwww.foodandwine.com\u002Fnews\u002Ffrance-desk-lunch-allowed-union-laws-coronavirus\"\u003Ethough that’s been reversed this year\u003C\u002Fa\u003E to allow for more social distancing in the workplace. But in major US cities like New York, a lonely lunch at your desk is the norm. (American writer Jessica Grose even titled her novel, chronicling her a character glued to her laptop for 12 hours a day working in New York’s media scene, \u003Ca href=\"https:\u002F\u002Fwww.goodreads.com\u002Fen\u002Fbook\u002Fshow\u002F13565600-sad-desk-salad\"\u003ESad Desk Salad\u003C\u002Fa\u003E.)\u003C\u002Fp\u003E\n\u003Cp\u003EIn fact, given the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210604-why-presenteeism-always-wins-out-over-productivity\"\u003Epervasiveness of presenteeism\u003C\u002Fa\u003E in work culture, eating at your desk may well be a way of signalling dedication to your job and indispensability to the company. “The context of the ‘sad desk salad’ is that you’re sitting at your desk firing off emails. It’s not a social experience,” says Hayes. “Maybe there’s a performative aspect of it – like, ‘well, I’m so busy, I have to work through lunch in our culture of overwork, and I can’t even take the time out [for lunch]’.”\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210728-why-new-yorkers-pay-15-for-sad-desk-salads-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"When a behavioural trend catches on and becomes widespread across the community, we have that tendency and evolutionary need to conform – Hans Taparia","id":"worklife\u002Farticle\u002F20210728-why-new-yorkers-pay-15-for-sad-desk-salads-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe appeal of the high-end chains is to turn the ‘sad desk salad’ into more of a midday reward, by upgrading and diversifying ingredients. These salads are more luxurious than the spartan spinach-tomato-balsamic mix you might make at home, but they’re also way more expensive. Consumers keep buying, says Hayes, due to two factors: first, when you live in a place like New York City, you’re more likely to want to pay extra for the amenities of a big metropolis, which include restaurants that give you quality options not available elsewhere; and second, people crave diversity in what they eat – and if they have the extra income to purchase lunch, they will.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd in the social context of the office, getting one of these salads could also be a signal that you fit in. “When a behavioural trend catches on and becomes widespread across the community, we have that tendency and evolutionary need to conform,” says Taparia. He says that eating that pricy bowl of kale “does speak to what New York has always been known for, which is [being] ambitious, hard-working – and as a result, to an extent – health conscious”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210728-why-new-yorkers-pay-15-for-sad-desk-salads-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210728-why-new-yorkers-pay-15-for-sad-desk-salads-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EThe return to the office\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhile the pandemic hit \u003Ca href=\"https:\u002F\u002Fwww.marketplace.org\u002F2020\u002F08\u002F31\u002Foffices-stay-dark-whats-happening-lunch-spots\u002F\"\u003Elunch providers in major urban hubs hard\u003C\u002Fa\u003E, the indications are that premium salads will survive the hiatus. That’s partly because the two main elements at play – sitting at your desk for a sad desk lunch and splashing out on a luxury salad to make the sad desk lunch seem less sad – likely aren’t going away once we head back to our desks.\u003C\u002Fp\u003E\n\u003Cp\u003EThe big companies in this space also show no sign of slowing down. For example, Sweetgreen, currently \u003Ca href=\"https:\u002F\u002Fwww.businessofbusiness.com\u002Farticles\u002FSweetgreen-ipo-founders-valuation\u002F\"\u003Evalued at nearly $2 billion\u003C\u002Fa\u003E, has just filed an IPO and is clearly \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2021\u002F07\u002F02\u002Fbusiness\u002Fsweetgreen-return-to-office.html\"\u003Ebanking on making even more money as workers return\u003C\u002Fa\u003E. In New York City, where \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2021\u002F07\u002F28\u002Fnyregion\u002Fnew-york-vaccine-mandate-one-hundred-dollars.html\" target=\"_blank\"\u003Enearly 70% of adults are fully vaccinated\u003C\u002Fa\u003E, queues are already reforming at popular Manhattan outfits. These salad companies are \u003Ca href=\"https:\u002F\u002Fwww.restaurantbusinessonline.com\u002Foperations\u002Fsweetgreen-takes-suburbs\"\u003Eeyeing an increased presence in other cities and suburbs around the country\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd as people start to re-emerge back into the workplace, some have said that they miss the ritual of grabbing lunch on a weekday – and some \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2021\u002F04\u002F29\u002Fstyle\u002Foffice-lunch.html\"\u003Eeven miss the sad desk salads\u003C\u002Fa\u003E. Hayes says that desk salads will bounce back, whether homemade or ordered out, not least because Americans are definitely heavier in 2021 – over 40% of Americans \u003Ca href=\"https:\u002F\u002Fwww.advisory.com\u002Fen\u002Fdaily-briefing\u002F2021\u002F04\u002F21\u002Fweight-gain\"\u003Esaid they gained unwanted weight during the pandemic\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EWhile I can’t say that I necessarily missed jockeying for an expensive bed of greens amid a sea of aggressive New Yorkers – and then cramming it into my mouth at my work computer in front of Slack – I have missed the habit of ducking out with my colleagues, buying lunch somewhere in Midtown Manhattan and catching up on the walk there. And as much as I hate to admit it, the chances are that next time I do, I’ll order a salad.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210728-why-new-yorkers-pay-15-for-sad-desk-salads-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-07-30T21:20:55Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why New Yorkers pay $15 for 'sad desk salads'","headlineShort":"Why New Yorkers pay $15 for a salad","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Luscious, organic, fresh-made salads dominate New York workers’ lunch scene. But is eating one just about the food?","summaryShort":"Many workers in New York are obsessed with high-end salads – why?","tag":[],"textToSpeech":false,"creationDateTime":"2021-07-29T19:57:45.032254Z","entity":"article","guid":"cfcc49b5-c8a8-45c5-91a0-2485cb3bed70","id":"worklife\u002Farticle\u002F20210728-why-new-yorkers-pay-15-for-sad-desk-salads","modifiedDateTime":"2021-09-02T05:27:03.918228Z","project":"worklife","slug":"20210728-why-new-yorkers-pay-15-for-sad-desk-salads","cacheLastUpdated":1634675381409},"worklife\u002Farticle\u002F20190315-what-makes-a-recipe-go-viral":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20190315-what-makes-a-recipe-go-viral","_id":"6153604145ceed673f5e4e51","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Individual recipes have always been able to capture our hearts – but what does it take to stand out when the internet is overflowing with tasty suggestions?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EYou might not know Alison Roman’s name, but if you’re someone who cares about food and spends time on the internet, you’ve no doubt seen examples of her work.\u003C\u002Fp\u003E\u003Cp\u003ERoman, a recipe developer and writer who used to be a senior editor at Bon Appetit and Buzzfeed, published her first cookbook, Dining In, in 2017. Of the 125 recipes she featured in her book, one in particular got so much attention, and became so ubiquitous on Instagram, that it earned a viral hashtag of its own: \u003Cspan\u003E\u003Ca href=\"https:\u002F\u002Fwww.instagram.com\u002Fexplore\u002Ftags\u002Fthecookies\u002F?hl=en\"\u003E#TheCookies\u003C\u002Fa\u003E\u003C\u002Fspan\u003E.\u003C\u002Fp\u003E\u003Cp\u003EOn Instagram, #TheCookies has 4,345 posts, most of them home cooks sharing their version of the \u003Cspan\u003E\u003Ca href=\"https:\u002F\u002Fwww.bonappetit.com\u002Fstory\u002Falison-roman-chocolate-chunk-shortbread-cookies\"\u003Echocolate chunk shortbread cookie recipe\u003C\u002Fa\u003E\u003C\u002Fspan\u003E that Roman has in her book. From December 2017 to January 2018, you couldn’t seem to escape posts by food enthusiasts trying and sharing her recipe.\u003C\u002Fp\u003E\u003Cp\u003EThen, in November 2018, Roman’s column in the New York Times produced another recipe with a cult following, this time a turmeric and coconut milk chickpea stew that quickly became known on Instagram as \u003Ca href=\"https:\u002F\u002Fwww.instagram.com\u002Fexplore\u002Ftags\u002Fthestew\u002F?hl=en\"\u003E#TheStew\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\u003Cp\u003ERoman, for her part, doesn’t know what underlying factor made the chickpea stew and shortbread cookies so popular; otherwise, she says, she would do it all the time. “Chickpea recipes have been around forever and will be around forever. That one just happened to be successful, I'm not even really sure why,” she says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20190315-what-makes-a-recipe-go-viral-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","id":"worklife\u002Farticle\u002F20190315-what-makes-a-recipe-go-viral-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EUsability, cookability\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\u003Cp\u003EPart of what’s different about Roman’s success is that people actually try out her recipes. Powerhouses in the world of viral food videos like Buzzfeed’s \u003Cem\u003ETasty\u003C\u002Fem\u003E vertical (and its many offshoots, including \u003Ca href=\"https:\u002F\u002Fwww.facebook.com\u002Fbuzzfeedtastyjapan\u002F\"\u003E\u003Cem\u003ETasty Japan\u003C\u002Fem\u003E\u003C\u002Fa\u003E\u003Cem\u003E and Tasty Vegetarian\u003C\u002Fem\u003E) rack up millions of views through “hands and pans” videos – accelerated overhead shots of hands making a dish.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20190315-what-makes-a-recipe-go-viral-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"These videos are entertaining and are meant to be shared. But as recipes, they aren’t always that useful","id":"worklife\u002Farticle\u002F20190315-what-makes-a-recipe-go-viral-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThese videos are entertaining and are meant to be shared. But as recipes, they aren’t always that useful. Not all producers do testing to ensure the recipes that they’re promoting will actually work when repeated multiple times in multiple kitchens. They’re also mostly anonymous.\u003C\u002Fp\u003E\u003Cp\u003ERoman’s recipes, however, are backed by her links to prestigious publications and written for an audience of unknown culinary ability, with unknown equipment. It’s not just a feat of technical writing, it’s an art form which, like many art forms, people who excel at make look easier than it is.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20190315-what-makes-a-recipe-go-viral-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","id":"worklife\u002Farticle\u002F20190315-what-makes-a-recipe-go-viral-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOne thing that many recipes that become popular on the internet have in common, like \u003Cspan\u003E\u003Ca href=\"https:\u002F\u002Fcooking.nytimes.com\u002Frecipes\u002F11376-no-knead-bread\"\u003Eno-knead bread \u003C\u002Fa\u003E\u003C\u002Fspan\u003Eor \u003Cspan\u003E\u003Ca href=\"https:\u002F\u002Ftwosleevers.com\u002Finstant-pot-butter-chicken\u002F\"\u003EInstant Pot butter chicken\u003C\u002Fa\u003E\u003C\u002Fspan\u003E, is that they have an accessibility that invites people to try them out.\u003C\u002Fp\u003E\u003Cp\u003E“I want it to be easy for everybody,” Roman says. “I don't care where you live or how big your kitchen is or what equipment you have, I want you to be able to execute this recipe.”\u003C\u002Fp\u003E\u003Cp\u003E“To me, viral recipes are things that only exist on the internet. And actually, this is something that exists in people's homes,” she adds. “While they may never be as popular as a \u003Ca href=\"https:\u002F\u002Fqz.com\u002F693590\u002Fwhy-the-cheesiest-advertising-trick-in-the-book-still-makes-us-hungry\u002F\"\u003Echeese pull video\u003C\u002Fa\u003E, to me it is so much more significant that they became successful because people are actually cooking them.”\u003C\u002Fp\u003E\u003Cp\u003E\u003Cstrong\u003ESocial success\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\u003Cp\u003EA big part of the success of very popular recipes in 2019 is, of course, social media. Roman’s savvy as a recipe developer is amplified by her fluency with Instagram, where she has almost 200,000 followers.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20190315-what-makes-a-recipe-go-viral-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","id":"worklife\u002Farticle\u002F20190315-what-makes-a-recipe-go-viral-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EShe often answers questions about the recipes she’s published and shares her followers’ attempts at her recipes on her stories, helping make #TheStew and #TheCookies as much of a community as a way of making dinner or dessert. It helps attach her name and presence to the recipe, rather than it being sourced anonymously from the internet.\u003C\u002Fp\u003E\u003Cp\u003E“We're definitely living in an age where food is having a moment, yet I still think most recipe developers remain fairly unknown outside of the food media space,” said Rebecca Firkser, a New York-based recipe developer and food writer.\u003C\u002Fp\u003E\u003Cp\u003E“So when someone with a larger social following, like Alison Roman, publishes a recipe, people are more likely to see it as they're scrolling online and be compelled to actually make the dish.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20190315-what-makes-a-recipe-go-viral-8"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"When an influencer makes a recipe, others want to emulate them for cultural relevance – Rebecca Firkser","id":"worklife\u002Farticle\u002F20190315-what-makes-a-recipe-go-viral-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“The publication also contributes to recipe virality. A recipe published on a lesser-known blog or website is much less likely to go viral than those published in the New York Times or Bon Appetitsimply because of the larger audience,” Firkser notes.\u003C\u002Fp\u003E\u003Cp\u003EAnd one element is simply keeping up with what’s new. “When an influencer makes a recipe, others want to emulate them for cultural relevance.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20190315-what-makes-a-recipe-go-viral-10"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","id":"worklife\u002Farticle\u002F20190315-what-makes-a-recipe-go-viral-11"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EIn the know\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\u003Cp\u003EIn that way, Roman’s recipes are just the latest in a long line of recipes that became wildly popular through sharing. It’s just that before the internet came along, the way that recipes were passed on was through newspapers and word of mouth, rather than Twitter and Instagram.\u003C\u002Fp\u003E\u003Cp\u003E“Recipes were ‘trending’ even long before the internet,” explains Dr Kimberly Voss, associate professor at the University of Central Florida and author of The Food Section: Newspaper Woman and the Culinary Community.\u003C\u002Fp\u003E\u003Cp\u003E“There’s a certain point in time that it was about showing off, like a lot of the early Julia Child stuff. It was a kind of prestige for a home cook in making something that took a lot of skill or fancy ingredients, that I think still exists,” Voss says.\u003C\u002Fp\u003E\u003Cp\u003EAnd, just like in 2019, some of what made a recipe gain in popularity was being part of the club of people making it. “There was also this idea of keeping up with the cool food people, and that kind of pressure – if everyone is making this particular dish, you should too.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20190315-what-makes-a-recipe-go-viral-12"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","id":"worklife\u002Farticle\u002F20190315-what-makes-a-recipe-go-viral-13"},{"bodyHtml":{"assets":[],"html":"p073q4f9\u003C\u002Fp\u003E\u003Cp\u003EAnd they were often pushed by food brands, as much as by food editors and recipe developers. Take the German Chocolate Cake, a recipe that has nothing to do with Germany, but rather originated as “German’s Chocolate Cake”, after German’s Sweet Chocolate Baking Bar, a product made by confectioner Baker’s.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20190315-what-makes-a-recipe-go-viral-14"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Recipes are a form of communication, and part of it is being in the know – Kimberly Voss","id":"worklife\u002Farticle\u002F20190315-what-makes-a-recipe-go-viral-15"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe recipe was published in the Dallas Morning Newsin June 1957by George Clay and became so widely requested that Baker’s Chocolate began distributing it to other newspapers, resulting in a spike in sales of baking chocolate.\u003C\u002Fp\u003E\u003Cp\u003EWith the rise of social media, documenting your efforts at home cooking is a way of signalling that you’re on top of current trends. “Now it’s also if you can’t take a good picture of it, did you really make it? Recipes are a form of communication, and part of it is being in the know,” says Voss.\u003C\u002Fp\u003E\u003Cp\u003E\u003Cstrong\u003EWhat’s next?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\u003Cp\u003EBut in terms of what goes viral, not a lot has changed. Yes, now the home cook has access to many ingredients that weren’t as widely available in the 1950s and ‘60s. But from her studies, Voss notes that the pattern of what becomes popular usually has to do with a push and pull between big food companies and food media.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20190315-what-makes-a-recipe-go-viral-16"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"The pattern of what becomes popular usually has to do with a push and pull between big food companies and food media","id":"worklife\u002Farticle\u002F20190315-what-makes-a-recipe-go-viral-17"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Post World War Two, every couple of years we fall in and out of love with making our own bread,” Voss says. Much of what becomes popular is dictated by the era’s attitude towards wellness and health, or the gadget that’s getting every home cook excited this time. There’s a reason that there are so many Instant Pot recipes these days.\u003C\u002Fp\u003E\u003Cp\u003EThere’s no way to particularly predict what the next German’s Chocolate Cake or #TheStew will be, as tastes and food trends fluctuate. The one constant? “The only thing I ever found that remained popular was bacon,” Voss says. Recipe developers, take note.\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 \u003Cem\u003E\u003Ca href=\"https:\u002F\u002Fwww.facebook.com\u002FBBCCapital\"\u003EFacebook\u003C\u002Fa\u003E\u003C\u002Fem\u003E \u003Cem\u003Epage or message us on \u003C\u002Fem\u003E\u003Cem\u003E\u003Ca href=\"https:\u002F\u002Ftwitter.com\u002FBBC_Capital\"\u003ETwitter\u003C\u002Fa\u003E\u003C\u002Fem\u003E\u003Cem\u003E.\u003C\u002Fem\u003E\u003C\u002Fp\u003E\u003Cp\u003E\u003Cem\u003EIf you liked this story, sign up for the weekly bbc.com features \u003C\u002Fem\u003E\u003Cstrong\u003E\u003Cem\u003E\u003Ca href=\"http:\u002F\u002Fpages.emails.bbc.com\u002Fsubscribe\u002F\"\u003Enewsletter\u003C\u002Fa\u003E\u003C\u002Fem\u003E\u003C\u002Fstrong\u003E\u003Cem\u003E called \"If You Only Read 6 Things This Week\". A handpicked selection of stories from BBC Future, Culture, Capital and Travel, delivered to your inbox every Friday.\u003C\u002Fem\u003E\u003C\u002Fp\u003E\u003Cp\u003E{\"image\":{\"pid\":\"\"}}\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20190315-what-makes-a-recipe-go-viral-18"}],"collection":null,"disableAdverts":false,"displayDate":"2019-03-16T14:26:32Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"","headlineLong":"What makes a recipe go viral?","headlineShort":"What makes a recipe go viral?","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":false,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":null,"relatedTag":null,"summaryLong":"Individual recipes have always been able to capture our hearts – but what does it take to stand out when the internet is overflowing with tasty suggestions?","summaryShort":"Some key ingredients propel a dish to internet stardom","tag":[],"textToSpeech":false,"creationDateTime":"2019-03-15T16:22:58.76206Z","entity":"article","guid":"12b437f8-a51f-4821-b91f-c39db012a091","id":"worklife\u002Farticle\u002F20190315-what-makes-a-recipe-go-viral","modifiedDateTime":"2021-09-02T04:36:44.92524Z","project":"worklife","slug":"20190315-what-makes-a-recipe-go-viral","cacheLastUpdated":1634675381410},"worklife\u002Farticle\u002F20190402-these-coffee-snobs-ban-milk-and-sugar":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20190402-these-coffee-snobs-ban-milk-and-sugar","_id":"6153605345ceed7f9853c98d","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"A bitter customer service experience for some?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThree years ago, when travelling for work, I dropped into a café for a dose of morning caffeine. Sleep deprived, I was grateful to be handed the perfect pour over – where you hand-pour the water over ground coffee – a few minutes later.\u003C\u002Fp\u003E\u003Cp\u003EBut when I asked for a bit of sugar, the barista flatly refused, telling me they didn’t offer it. What happened to the ‘how do you take your coffee’ culture I was used to? Irritated, I had no choice but to drink it unsweetened.\u003C\u002Fp\u003E\u003Cp\u003EActually, it was pretty good. Turns out I had stumbled upon Oddly Correct Coffee Bar, a cafe in Kansas City, Missouri. A café which I subsequently found out many foodies consider to be one of the top coffee spots in the US.\u003C\u002Fp\u003E\u003Cp\u003EPart of its so-called charm is its enforcement of strict coffee culture rules. Oddly Correct is part of a new breed of high-end coffee shops that have adopted zero tolerance policies on sugar, milk and cream to preserve what they feel is coffee quality. Others simply opt out of selling smaller espresso-based drinks ‘to go’ because they feel the taste suffers if not enjoyed right away.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20190402-these-coffee-snobs-ban-milk-and-sugar-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","id":"worklife\u002Farticle\u002F20190402-these-coffee-snobs-ban-milk-and-sugar-1"},{"bodyHtml":{"assets":[],"html":" \u003C\u002Fp\u003E\u003Cp\u003EOften called Third Wave coffee shops, these aficionados use high-quality roasted beans that they feel should be consumed unadulterated by additional flavours (even ones their customers might wish to add). Many of these zero-tolerance coffee shops feel that they are simply re-educating consumers by implementing these rules, but the issue is polarising.\u003C\u002Fp\u003E\u003Cp\u003E“To say ‘we’re so high quality that we have these restrictions’, it has worked for some places; some customers see that and say ‘wow, these people take it really seriously’. But it can also alienate people who are just getting into speciality coffee,” says Sarah Leslie, a member of the Barista Guild Leadership Council, a trade group for speciality coffee baristas in Europe and North America.\u003C\u002Fp\u003E\u003Cp\u003EAcolytes include Aunty Peg’s in Melbourne and Kontact Coffee in Budapest who believe their customers should shun sugar, milk and cream. But the number of zero-tolerance coffee shops remains a tiny fraction of the more than 32,150 coffee shops across the US, including 7,720 independents, according to 2016 figures from Mintel, a market research firm.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20190402-these-coffee-snobs-ban-milk-and-sugar-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"These days, more restaurants refuse to serve steak well done, cater to different meal requests or even serve the condiments that some customers may request","id":"worklife\u002Farticle\u002F20190402-these-coffee-snobs-ban-milk-and-sugar-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOf course, so-called zero tolerance policies aren’t unique to coffee and are expanding throughout the food service sector. These days, more restaurants refuse to serve steak well done, cater to different meal requests or even serve the condiments that some customers may request.\u003C\u002Fp\u003E\u003Cp\u003E“Getting the food served just as intended and maintaining consistency day in and day out is gaining momentum in the industry,” says Darren Tristano, a marketing and trends expert in the food industry who is based in Chicago. For the food businesses it often means providing better quality and faster service to customers, which helps to offset disappointment for “customers used to options”, he adds.\u003C\u002Fp\u003E\u003Cp\u003E\u003Cstrong\u003E‘Accommodating, but not yielding’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\u003Cp\u003EAt Black Black Coffee in Denver, the slogan is: ‘If your coffee needs doctoring, it must be broken.’ Making the ‘no-additions’ policy evident in the name has helped manage new customers’ expectations, says owner Josh McNeilly.\u003C\u002Fp\u003E\u003Cp\u003ECustomers can purchase pour overs and cold brew, but sugar and milk are not offered. Some classic drinks like the macchiato, cortado and cappuccino do come with milk but not sugar, he adds.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20190402-these-coffee-snobs-ban-milk-and-sugar-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"If your coffee needs doctoring, it must be broken","id":"worklife\u002Farticle\u002F20190402-these-coffee-snobs-ban-milk-and-sugar-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe idea is to let customers taste the quality of beans from places such as Colombia and Ethiopia, and detect different notes similar to tasting a glass of wine. For McNeilly, after decades as a barista and coffee buyer, the rule was a no-brainer. “As a barista you’d tell them that this is one of the best farms on Earth and they just go and dump cream and sugar in it without trying it,” he says. “It was heartbreaking.”\u003C\u002Fp\u003E\u003Cp\u003EAt Oddly Correct, where I first encountered this trend, the rules are relaxing slightly. Last month, the shop started stocking milk and cream behind the bar for people who ask (it’s still not sitting out in the open and was secretly poured for a few months before that) to be more inclusive, says Mike Schroeder, roaster and co-owner.\u003C\u002Fp\u003E\u003Cp\u003ESugar is still a no-no, but relaxing the policy around adding milk to brewed coffee has already led to an uptick in business, he says. Even though few people actually ask for the cream, knowing it’s available has helped change the shop’s image to be more accepting of different choices around coffee, he adds. “We realised we had to move our fences out a little bit to guide people into that [coffee] experience.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20190402-these-coffee-snobs-ban-milk-and-sugar-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","id":"worklife\u002Farticle\u002F20190402-these-coffee-snobs-ban-milk-and-sugar-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOddly Correct has also added some sweeter drinks: a vanilla latte is sweetened with a locally made bourbon syrup, for instance. Baristas have softened the way they discuss the policies. “We’ve learned how to refine our language and our approach in ways that are still welcoming and accommodating, but not yielding to every single request,” he adds.\u003C\u002Fp\u003E\u003Cp\u003E\u003Cstrong\u003E‘Passion to educate’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\u003Cp\u003EZero-tolerance coffee shops in larger markets may see the most benefit. With a clientele that’s focus on meticulous preparation, the request to drink it black can be seen as a sign of quality, adds Leslie, who owns a shop in Wichita, Kansas, where sweetened coffee with milk is still popular. In larger global cities, “it’s a positive thing to them to be seen as a coffee snob”, she adds.\u003C\u002Fp\u003E\u003Cp\u003ESome coffee drinkers say the shops have helped them learn about coffee – and they eventually change their preferences. “My everyday drinking coffee I now prefer black,” says Charles Carpenter, a 49-year-old graphic designer who visits Black Black in Denver.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20190402-these-coffee-snobs-ban-milk-and-sugar-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","id":"worklife\u002Farticle\u002F20190402-these-coffee-snobs-ban-milk-and-sugar-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBut he hasn’t totally given up his sweeter indulgences, especially during the colder months. “My dirty little secret is I love eggnog lattes around the holidays,” says Carpenter.\u003C\u002Fp\u003E\u003Cp\u003EAt Black Black, McNeilly concedes that his policy isn’t always good for business and the shop sometimes struggles to turn a monthly profit. “It could easily be twice as profitable if I served cream and sugar and bigger lattes, but it’s my passion to try to educate people on what coffee could possibly taste like,” he says.\u003C\u002Fp\u003E\u003Cp\u003EMost customers are loyal regulars and come back several times throughout the week. The shop’s pour overs are mentioned in must-try lists locally and it now also serves food, making it more of a destination for customers from further away. A cascara latte has also been added for those with a sweet tooth, combining cascara fruit that surrounds the coffee bean on the plant with a dash of simple syrup and steamed milk.\u003C\u002Fp\u003E\u003Cp\u003ETo mitigate negative comments, McNeilly trains his team in how to explain the shop’s philosophy to first-time customers. Baristas focus on helping customers understand why milk and sugar aren’t served rather than simply telling them it’s not available, he adds.\u003C\u002Fp\u003E\u003Cp\u003EBut one thing he hasn’t done? Given in to surprised customers who demand sugar and cream. “It would be the easy route to say ‘OK fine, I’ll give you cream and sugar, just don’t make a big deal out of it’... but we’ve never actually done it,” he says.\u003C\u002Fp\u003E\u003Cp\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\u003Cstrong\u003E\u003Cem\u003EFacebook\u003C\u002Fem\u003E\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E  \u003Cem\u003Epage or message us on \u003C\u002Fem\u003E\u003Ca href=\"https:\u002F\u002Ftwitter.com\u002FBBC_Capital\"\u003E\u003Cstrong\u003E\u003Cem\u003ETwitter\u003C\u002Fem\u003E\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E\u003Cem\u003E.\u003C\u002Fem\u003E\u003C\u002Fp\u003E\u003Cp\u003E\u003Cem\u003EIf you liked this story, sign up for the weekly bbc.com features \u003C\u002Fem\u003E\u003Ca href=\"http:\u002F\u002Fpages.emails.bbc.com\u002Fsubscribe\u002F\"\u003E\u003Cstrong\u003E\u003Cem\u003Enewsletter\u003C\u002Fem\u003E\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E\u003Cem\u003E called \"If You Only Read 6 Things This Week\". A handpicked selection of stories from BBC Future, Culture, Capital and Travel, delivered to your inbox every Friday.\u003C\u002Fem\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20190402-these-coffee-snobs-ban-milk-and-sugar-10"}],"collection":null,"disableAdverts":false,"displayDate":"2019-04-03T00:03:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"","headlineLong":"These coffee snobs ban milk and sugar","headlineShort":"The coffee snobs banning milk and sugar","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":false,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":null,"relatedTag":null,"summaryLong":"It seems the customer is no longer always right.","summaryShort":"The rise of zero-tolerance customer service","tag":[],"textToSpeech":false,"creationDateTime":"2019-04-03T20:56:22.957515Z","entity":"article","guid":"e0259c4a-b5f3-40af-99d4-32c773785c5f","id":"worklife\u002Farticle\u002F20190402-these-coffee-snobs-ban-milk-and-sugar","modifiedDateTime":"2021-09-02T04:37:47.571925Z","project":"worklife","slug":"20190402-these-coffee-snobs-ban-milk-and-sugar","cacheLastUpdated":1634675381410},"worklife\u002Farticle\u002F20210823-why-people-pay-thousands-for-opulent-experience-foods":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210823-why-people-pay-thousands-for-opulent-experience-foods","_id":"6153601445ceed691a090b65","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fhilary-george-parkin"],"bodyIntro":"Spending $200 on French fries or €5,000 on a burger seems utterly improbable. But consumers across the world are increasingly willing to shell out for over-the-top dishes.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe Golden Opulence Sundae at New York City’s Serendipity3 restaurant lives up to its name: three scoops of Tahitian vanilla ice cream are topped with 23-karat edible gold leaf, spoonfuls of Grand Passion dessert caviar, a handcrafted gilded sugar orchid and Amedei Porcelana and Chuao chocolate, made from rare Venezuelan beans. The dish is served in a Baccarat Harcourt crystal goblet, and must be ordered at least 48 hours in advance to give the restaurant time to procure the exotic ingredients. \u003C\u002Fp\u003E\n\u003Cp\u003EAt $1,000 (£730), it’s far more than Chantha Thach ever imagined spending on a dessert. “For me, growing up middle-class, $1,000 is someone's rent – maybe not New York rent, but someone's rent somewhere,” says the personal trainer. But in December 2019, her aunt and cousins came from Ohio for their first real visit in nearly a decade, and before lunch at Serendipity3, her aunt revealed a surprise: she had ordered the sundae. \u003C\u002Fp\u003E\n\u003Cp\u003EShared among the table of six, tasting the dessert worked out at just under $170 per person. And the way Thach describes the experience, it was worth every penny. “I literally savoured every spoonful,” she says. “I mean, obviously it was the best dessert I've ever had in my life.”\u003C\u002Fp\u003E\n\u003Cp\u003EThis kind of superlative is exactly what the dish was designed for. It was added to Serendipity3’s menu in 2004 for the \u003Ca href=\"https:\u002F\u002Fwww.youtube.com\u002Fwatch?v=RVxKm2TELAQ&feature=emb_title&ab_channel=GuinnessWorldRecords\"\u003EGuinness World Records title of “most expensive dessert”\u003C\u002Fa\u003E. The restaurant also holds the records for the \u003Ca href=\"https:\u002F\u002Fwww.guinnessworldrecords.com\u002Fworld-records\u002Fmost-expensive-sandwich\"\u003Emost expensive sandwich\u003C\u002Fa\u003E (a $214 grilled cheese paired with South African lobster tomato bisque), the \u003Ca href=\"https:\u002F\u002Fwww.guinnessworldrecords.com\u002Fworld-records\u002F515082-most-expensive-milkshake\"\u003Emost expensive milkshake\u003C\u002Fa\u003E ($100, served in a Swarovski crystal-encrusted glass) and, as of July 2021, the \u003Ca href=\"https:\u002F\u002Fwww.guinnessworldrecords.com\u002Fworld-records\u002F655477-most-expensive-french-fries-chips\"\u003Emost expensive French fries\u003C\u002Fa\u003E ($200, blanched with Dom Pérignon champagne and topped with truffle salt, truffle oil, truffled cheeses and shaved black truffles).\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210823-why-people-pay-thousands-for-opulent-experience-foods-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09t0npc"],"imageAlignment":"centre","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20210823-why-people-pay-thousands-for-opulent-experience-foods-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe restaurant is hardly alone in its pursuit of culinary extravagance. In Voorthuizen, Netherlands, De Daltons restaurant debuted a \u003Ca href=\"https:\u002F\u002Frobbreport.com\u002Ffood-drink\u002Fdining\u002Fworlds-most-expensive-burger-1234622819\u002F\"\u003E€5,000 burger\u003C\u002Fa\u003E last month, featuring the highest-grade A5 Japanese wagyu beef, Alaskan king crab and Iberico ham. In Las Vegas, Wally’s Wines and Spirits is now offering diners a chance to spend their winnings on a \u003Ca href=\"https:\u002F\u002Fvegas.eater.com\u002F2021\u002F7\u002F15\u002F22578670\u002Fwallys-wine-spirits-expensive-dry-aged-rib-eye-steak-resorts-world-open\"\u003E$1,000 200-day dry-aged rib-eye steak\u003C\u002Fa\u003E. And one high-end culinary creation that lives on in lore is \u003Ca href=\"https:\u002F\u002Flondonist.com\u002F2016\u002F07\u002Fworld-s-most-expensive-cronut-goes-on-sale-in-shoreditch\"\u003Ea caviar-laden cronut for £1,500\u003C\u002Fa\u003E, from London’s Dum Dum Donutterie.\u003C\u002Fp\u003E\n\u003Cp\u003EWhile shelling out eye-watering sums for a slab of meat or a plate of fried potatoes may seem ludicrous to some, these dishes are an effective marketing trick – as demonstrated by weeks-long waiting lists and \u003Ca href=\"https:\u002F\u002Fwww.youtube.com\u002Fwatch?v=rNuIOpfA2HA\"\u003E‘\u003C\u002Fa\u003E\u003Ca href=\"https:\u002F\u002Fwww.youtube.com\u002Fwatch?v=rNuIOpfA2HA\"\u003EI tried it\u003C\u002Fa\u003E\u003Ca href=\"https:\u002F\u002Fwww.youtube.com\u002Fwatch?v=rNuIOpfA2HA\"\u003E’\u003C\u002Fa\u003E\u003Ca href=\"https:\u002F\u002Fwww.youtube.com\u002Fwatch?v=rNuIOpfA2HA\"\u003E-style\u003C\u002Fa\u003E \u003Ca href=\"https:\u002F\u002Fwww.youtube.com\u002Fwatch?v=7zi0bi-RDj4&ab_channel=MrBeast\"\u003EYouTube videos\u003C\u002Fa\u003E that rack up tens of millions of views. Even as the pandemic has dampened opportunities (and, in many cases, appetites) for conspicuous consumption, why do these big-budget menu items remain so popular? Do we feel like now, more than ever, we deserve a treat? \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EPrimed to splurge?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EFor Serendipity3, at least, the pricey French fries were intended to drum up excitement around the restaurant’s reopening after more than a year of renovations and pandemic-related closures. Beyond generating headlines, the dish also quickly racked up a 10-week waiting list.\u003C\u002Fp\u003E\n\u003Cp\u003EThat the publicity stunt was successful comes as no surprise to Aaron Allen, founder of Chicago-based restaurant consultancy Aaron Allen & Associates. As a restaurant, introducing an over-the-top menu item “is a great way of being able to capture attention”, he says. Serendipity3 earned ample publicity for its gilded sundae when it was released, and now its latest product appears to be made for the post-pandemic climate. With more people feeling comfortable travelling and dining out, the timing is right to offer a dish that’s decadent, but not completely out of reach for the customer who’s eager to splurge.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210823-why-people-pay-thousands-for-opulent-experience-foods-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"We've all been locked up long enough that spending 20%, 30%, 40% more at a restaurant doesn't feel like it has to be reserved for birthdays and anniversaries anymore – Aaron Allen","id":"worklife\u002Farticle\u002F20210823-why-people-pay-thousands-for-opulent-experience-foods-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“We've all been locked up long enough that spending 20%, 30%, 40% more at a restaurant doesn't feel like it has to be reserved for birthdays and anniversaries anymore,” he says. This shift in customers’ attitudes is also encouraging more restaurants to add lavish dishes like Tomahawk steaks – an extra-large, head-turning ribeye cut – for two or four people to their menus, where they previously may have balked at the price, he says.\u003C\u002Fp\u003E\n\u003Cp\u003EAccording to Anat Keinan, an associate professor of marketing at Boston University, US, people may be more willing to indulge when circumstances nudge them towards taking a long-term perspective. In her research, she’s found that when you ask people about their regrets and priorities in the short-term, they tend to focus on concerns such as not working hard enough, not dieting or exercising enough or not saving enough money. By contrast, when you ask them to think back over the past five or 10 years, or look to the future, they tend to prioritise and regret missing out on pleasurable experiences.\u003C\u002Fp\u003E\n\u003Cp\u003ECircumstances like travel (as in the case of Thach’s aunt), as well as major events like the pandemic, encourage this kind of long-range perspective. People become more inclined to say, “‘Oh, you know what, I don't want to miss out on opportunities to be happy and have these special experiences with my family, with my friends,’” says Keinan. “And that allows them to have these special experiences without feeling guilty.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210823-why-people-pay-thousands-for-opulent-experience-foods-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09t0nvs"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210823-why-people-pay-thousands-for-opulent-experience-foods-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThese over-the-top dishes check all the boxes of what Keinan refers to as “collectible experiences”: they’re iconic, rare (as demonstrated by the waitlists), unique, extreme and Instagrammable. Together, these qualities make for a memorable experience – one that’s enjoyed not just in the moment, but also through anticipation in the lead-up and with photos and memories afterwards. When we have special occasions that we want to commemorate, “we want these unique and memorable and rare experiences to help mark these occasions”, she says. \u003C\u002Fp\u003E\n\u003Cp\u003EWhen Thach had her decadent meal, her aunt was celebrating the successful year she’d had with her business. To her niece, she emphasised that an indulgence like the ice cream sundae “is a life experience that doesn't come often or easy, and she's worked really hard to get to this point so she wanted to share that with me”, says Thach. “I think that's why it meant more to me than just like, 'Oh, I spent $1,000 on this dessert'. lt meant a lot.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘The Emirates effect’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EOf course, it wouldn’t have been difficult to ring up a comparable tab for a full meal at a high-end restaurant in the city. But part of the attraction of a novelty item like an over-the-top pastry or burger is its high-low appeal: it’s a food that’s usually affordable and widely accessible – much like a plate of fries or a burger.\u003C\u002Fp\u003E\n\u003Cp\u003E“Everybody knows what it's like to eat a burger,” says Leigh Caldwell, a cognitive economist, partner at London-based Irrational Agency and author of The Psychology of Price. “So, you're more likely to notice that there's a €5,000 burger than if it was some kind of fancy tasting menu from [New York City’s three-Michelin-Star] Eleven Madison Park. You wouldn't see that as relevant to yourself.”\u003C\u002Fp\u003E\n\u003Cp\u003EAnd even if you don’t splurge on the big-ticket order, its very existence may change your experience of dining at that restaurant. Caldwell points to what he refers to as “the Emirates effect”, in reference to the airline’s ultra-luxurious first-class private suites.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210823-why-people-pay-thousands-for-opulent-experience-foods-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09t0nhh"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210823-why-people-pay-thousands-for-opulent-experience-foods-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Even if you're flying economy for $400, you still have this idea that some of that magic of the $30,000 flying apartment in the sky is going to spill over into your little economy seat at the back,” he says. Similarly, with a $200 plate of fries, “this one item has a halo effect and makes you think that the rest of the menu, the rest of the experience that you're going to get is still something quite special”.\u003C\u002Fp\u003E\n\u003Cp\u003EThis, he offers, is one reason Burger King debuted a limited-run \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Flifeandstyle\u002Fwordofmouth\u002F2008\u002Fjun\u002F19\u002Fthe95burger\"\u003E£95 ($130) Waygu beef burger\u003C\u002Fa\u003E in 2008; even if few people got to taste the menu item, it furthered the chain’s messaging of being a more premium fast-food option. “The information contained in a price does many of the same things that a well-managed brand does,” says Utpal Dholakia, a professor of marketing at Rice University. “It creates all these associations in your mind about what to expect and what the quality of the product will be like.”\u003C\u002Fp\u003E\n\u003Cp\u003EEven if the only thing you knew about the Golden Opulence Sundae were its price, he says, you’d already have a vivid image in your mind about what it might look and taste like – and, more importantly to the restaurant, what kind of experience you might have there, no matter what you order.\u003C\u002Fp\u003E\n\u003Cp\u003EAs a marketing move, it has the opposite effect of, say, offering a Groupon for 99-cent French fries, he says. It draws in customers who are likely less price-sensitive and gives the restaurant more pricing power over the overall menu. “If you want to communicate that you have a certain quality, a certain ambience, a certain experience,” says Dholakia, “a really effective way to do that is with a really high price.”\u003C\u002Fp\u003E\n\u003Cp\u003EAs the pandemic continues to limit consumers’ spending opportunities, every trip and restaurant meal now feels, to many, like a special occasion. So, long as diners are in such a celebratory mood, why not fill the void with gold leaf and caviar?\u003C\u002Fp\u003E\n\u003Cp\u003E“With the way we have lived our lives in the last year-and-a-half, many of us are itching to do these types of things,” says Dholakia, “so this is an opportune time to offer these kinds of outsized experiences.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210823-why-people-pay-thousands-for-opulent-experience-foods-8"}],"collection":null,"disableAdverts":false,"displayDate":"2021-08-27T21:54:16Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why people pay thousands for opulent 'experience' foods","headlineShort":"Why there's a wait list for $200 fries","image":["p09t2j18"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210728-why-new-yorkers-pay-15-for-sad-desk-salads","worklife\u002Farticle\u002F20190315-what-makes-a-recipe-go-viral","worklife\u002Farticle\u002F20190402-these-coffee-snobs-ban-milk-and-sugar"],"relatedTag":null,"summaryLong":"Spending $200 on French fries or €5,000 on a burger seems utterly improbable. But consumers across the world are increasingly willing to shell out for over-the-top dishes.","summaryShort":"Why some people are paying thousands to taste opulent 'experience dishes'","tag":["tag\u002Fhow-we-live"],"textToSpeech":false,"creationDateTime":"2021-08-26T19:55:18.396663Z","entity":"article","guid":"aeb697b2-56a9-4376-9085-2ee2bc0d7aa3","id":"worklife\u002Farticle\u002F20210823-why-people-pay-thousands-for-opulent-experience-foods","modifiedDateTime":"2021-09-02T05:28:22.149492Z","project":"worklife","slug":"20210823-why-people-pay-thousands-for-opulent-experience-foods","cacheLastUpdated":1634675381409},"worklife\u002Farticle\u002F20210823-why-does-quitting-your-job-still-feel-so-hard":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210823-why-does-quitting-your-job-still-feel-so-hard","_id":"6153618b45ceed148d1da1c3","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Quitting – particularly without a job to go to – can be emotionally challenging and carry stigma. Can the Great Resignation change that?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAs soon as gyms in the UK went into lockdown in 2020, personal trainer James Jackson quit his job. “I just knew that I had to transition to an online way of working,” says Jackson, 33, from Manchester. “The gym is a busy place, and I couldn't imagine it being as popular again. I felt that If I hung around too long, I'd miss out on a good opportunity.” \u003C\u002Fp\u003E\n\u003Cp\u003EBut making the decision to leave was difficult. Jackson had spent eight years building a thriving career and a loyal client base. “It was terrifying to quit,” he says. “Being a personal trainer was all I knew.” He also found other people’s opinions hard to handle. “My boss thought that I was making a rash decision and letting my emotions get the better of me,” he says. Most of his colleagues agreed. “They thought that I was rushing into a bad decision. I was already anxious at having quit and their remarks put more doubt in my head.” \u003C\u002Fp\u003E\n\u003Cp\u003EUnless you’re walking into a glossy, new, upgraded role, leaving a job to head in a different direction can be hard, upsetting and even leave people feeling like a failure. Faced with the prospect of quitting, Denver, Colorado-based organisational psychologist Melissa Doman, MA, says, “typically speaking, people still self-criticise. For many people, their job is \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210409-why-we-define-ourselves-by-our-jobs\"\u003Eheavily tied to their identity\u003C\u002Fa\u003E and their self-efficacy”.\u003C\u002Fp\u003E\n\u003Cp\u003EStill, despite these factors, indications are that many people want to leave their jobs. In fact, \u003Ca href=\"https:\u002F\u002Fwww.microsoft.com\u002Fen-us\u002Fworklab\u002Fwork-trend-index\"\u003E41% of all workers\u003C\u002Fa\u003E are thinking about handing in their notice, according to a recent global survey by Microsoft. In the US, \u003Ca href=\"https:\u002F\u002Fwww.bls.gov\u002Fnews.release\u002Fjolts.t04.htm\"\u003Ea record number of workers\u003C\u002Fa\u003E quit their jobs in April 2021, and similar waves are anticipated in nations including the \u003Ca href=\"https:\u002F\u002Fwww.google.com\u002Furl?q=https:\u002F\u002Fwww.techrepublic.com\u002Farticle\u002Ftech-workers-are-getting-ready-to-quit-heres-what-is-pushing-them-to-leave-their-jobs\u002F&sa=D&source=editors&ust=1629054304493790&usg=AOvVaw33M_Tsdon_-Q1vJKImSBxV\"\u003EUK\u003C\u002Fa\u003E, \u003Ca href=\"https:\u002F\u002Fwww.google.com\u002Furl?q=https:\u002F\u002Fwww.techrepublic.com\u002Farticle\u002Ftech-workers-are-getting-ready-to-quit-heres-what-is-pushing-them-to-leave-their-jobs\u002F&sa=D&source=editors&ust=1629054304493790&usg=AOvVaw33M_Tsdon_-Q1vJKImSBxV\"\u003EIreland\u003C\u002Fa\u003E, \u003Ca href=\"https:\u002F\u002Fwww.google.com\u002Furl?q=https:\u002F\u002Fwww.gartner.com\u002Fen\u002Fnewsroom\u002Fpress-releases\u002F2021-04-29-gartner-hr-survey-shows-a-quarter-of-australian-emplo&sa=D&source=editors&ust=1629054304493876&usg=AOvVaw2Y_8OPa8RygX4htzYckfoJ\"\u003EAustralia\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.google.com\u002Furl?q=https:\u002F\u002Fwww.hays.net.nz\u002Fpress-release\u002Fcontent\u002Fkiwis-will-quit-their-jobs&sa=D&source=editors&ust=1629054304493936&usg=AOvVaw1WVBvHRHg4z9Shf2jMyM5K\"\u003ENew Zealand\u003C\u002Fa\u003E. There’s even a name for it: the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit\"\u003EGreat Resignation\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EThere are multiple reasons for this trend, from people re-evaluating what they want from their careers during the pandemic, to the stress of juggling home and work life, or even discontent with employers. Whatever the motivator, many who choose to leave their current roles will find the process emotionally challenging. ‘Quitting’ often comes with negative connotations, both from the people around us and from ourselves, even if we have good cause.\u003C\u002Fp\u003E\n\u003Cp\u003EBut the upheaval caused by the pandemic – and the sheer number of potential quitters – could help us remove the stigma around resignation, and reframe it as a more positive choice.  \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210823-why-does-quitting-your-job-still-feel-so-hard-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"james jackson","imageOrientation":"square","id":"worklife\u002Farticle\u002F20210823-why-does-quitting-your-job-still-feel-so-hard-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003E‘Psychologically uncomfortable’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EDoman says social stigma around quitters fundamentally comes from “a very old school idea that when you get into a job or career it's for life – and that's something that just isn't true, or based in reality anymore”.  This idea plays into the popular narrative that the surest route to career success is hard work, persistence and even a willingness to suffer for a better end result. In other words, all qualities a quitter doesn’t seem to have.\u003C\u002Fp\u003E\n\u003Cp\u003EResearch suggests that quitting stigma most affects people who leave a role without another job to go to. While people who quit for better opportunities benefit from staying on a recognised career trajectory, a 2018 study showed HR professionals and the broader public perceived people who had left employment as altogether \u003Ca href=\"https:\u002F\u002Fescholarship.org\u002Fuc\u002Fitem\u002F7nh039h1#main\"\u003Eless competent, less warm and less hireable\u003C\u002Fa\u003E from the moment they became jobless. The only way to mitigate this stigma was to offer proof that they left their job due to external factors, rather than quitting voluntarily.\u003C\u002Fp\u003E\n\u003Cp\u003EThese judgements can cause strain: quitting without a concrete plan also leaves people more likely to suffer feelings of emotional distress. The negative feelings the brain can cycle through after quitting can be significant, with shame, guilt, fear and a sense of failure all common reactions. On top of this, “if you quit a job and don't have something else lined up, that is very psychologically uncomfortable for the average person,” says Doman. “Emotionally and neurologically, the brain doesn't like uncertainty or ambiguity.” \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210823-why-does-quitting-your-job-still-feel-so-hard-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"The negative feelings the brain can cycle through after quitting can be significant, with shame, guilt, fear and a sense of failure all common reactions","id":"worklife\u002Farticle\u002F20210823-why-does-quitting-your-job-still-feel-so-hard-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ETwo common responses are spiralling anxiety over whether quitting is the right decision, or freezing with fear at the thought of moving forward into an unknown future. Personal trainer Jackson fell into the first category. Quitting meant selling his car and moving back home with his parents as well as giving up the only job he knew. He was left with “crippling anxiety” that meant he couldn’t sleep for a week.\u003C\u002Fp\u003E\n\u003Cp\u003EComplex emotions are also common if there are difficult circumstances behind your decision to quit. Kristin White, 40, from North Carolina, US, went through a period of “grieving” after quitting her job as a health and wellness coach. “I remember saying to my husband, give me a month or two to get over this because I'm really sad. Work was my project, my pride, and then that was gone,” she says.\u003C\u002Fp\u003E\n\u003Cp\u003EWhite left a successful corporate career in 2015 to look after her mental health after she had her first child. She subsequently established her own wellness business, but when lockdown hit in April 2020, she faced the twin challenges of pivoting her business online at the same time as home-schooling her young children. She remembers feeling like she had “her tail between her legs” as she let stakeholders, professional contacts and even friends know her business was closing. \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210823-why-does-quitting-your-job-still-feel-so-hard-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"kristin white","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210823-why-does-quitting-your-job-still-feel-so-hard-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe public aspect of quitting can be difficult to navigate for many people. “People will give feedback whether you like it or not,” says Doman. “And often the social perception when someone quits is ‘Oh, they couldn't hack it’.” White still remembers stinging comments from her wider social circle implying that she had to quit her corporate career because she wasn’t successful enough. “They have haunted me,” she says. “I felt immediately judged when I became a stay-at-home mom instead of a corporate, working woman.”\u003C\u002Fp\u003E\n\u003Cp\u003EAs anxiety set in, Jackson had to fight the instinct to ask for his old job back, but part of him knew his colleagues’ negative reactions were based on their own worries for the future. His boss, especially, found it hard to accept that Jackson was quitting to focus on online training. “I think he knew deep down that the way people work out and keep fit was about to change forever. He didn't want to lose the brick-and-mortar business that he'd worked so hard to build up,” he says.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ENew opportunities?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EFor workers who want to quit, but feel hesitant about doing so, Doman advises focusing on personal reasons for quitting rather than the wider narrative about quitters, and keeping the decision in perspective. “You’re not deciding your role for the rest of your life – you're just deciding on the next job, or the next decision,” she says.\u003C\u002Fp\u003E\n\u003Cp\u003EAlso important is asking for advice from the right people at the right time. After making a decision personally, she advises speaking to other quitters who have found success through the process and are less likely to see the decision in a negative light. “Those are the people to ask because you're at the beginning of the journey, and they are on the other side,” she says. “Don't ask the people that haven't been through the process, because how can they help you?”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210823-why-does-quitting-your-job-still-feel-so-hard-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"People will give feedback whether you like it or not. And often the social perception when someone quits is ‘Oh, they couldn't hack it’ – Melissa Doman","id":"worklife\u002Farticle\u002F20210823-why-does-quitting-your-job-still-feel-so-hard-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ERising numbers of quitters in recent months may mean there are more people who can offer informed advice than ever. HR expert David D’Souza, from the Chartered Institute of Personnel and Development (CIPD) based in London, UK, says this in itself may lessen stigma around quitting among hiring managers, as the pandemic has brought about such a period of economic and social upheaval that widespread changes in employment are inevitable. More broadly, he says “the idea that someone needs to stay in a job beyond the point of the organisation treating them well or meeting their needs is outdated”.\u003C\u002Fp\u003E\n\u003Cp\u003EResearch also offers some hope that the unique circumstances of the health crisis could make the rarely acknowledged positive attributes of quitters more desirable. Business leaders ranked adaptability and flexibility the most essential workplace traits for the future in a 2021 study on resilience by Deloitte, for example.\u003C\u002Fp\u003E\n\u003Cp\u003EJackson’s instincts turned out to be right – eight weeks after quitting his job he was hired by an online training company. He feels his new job has better long-term prospects, and he prefers his office hours to the 60 hours a week he was doing as a personal trainer.\u003C\u002Fp\u003E\n\u003Cp\u003EHaving only been unemployed for a few weeks, Jackson was honest with his new employer about being a quitter, a decision he says helped them establish a more genuine working relationship. “It got us off on the right foot,” he says. In the end Jackson found quitting “strangely empowering”, but it is not an experience he is keen to repeat.\u003C\u002Fp\u003E\n\u003Cp\u003EWhite also feels that things may have worked out for the best. She is relaunching her business, “but this time, it's actually smarter and I have a better idea of what I want to do”, she says. Her husband continued working both times she quit, and she feels “privileged to have the choice” to stop working, even though doing so was personally painful.  \u003C\u002Fp\u003E\n\u003Cp\u003EThis is a message Doman agrees on – for many people, quitting is simply not a financial possibility. For those who can quit, but are hesitant, she advises: “Try to temper the fear and the uncertainty. The fact that you're making the decision that's right for your life and your career is a privilege. And it’s an opportunity.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210823-why-does-quitting-your-job-still-feel-so-hard-8"}],"collection":null,"disableAdverts":false,"displayDate":"2021-08-25T16:16:40Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why does quitting your job still feel so hard?","headlineShort":"Why quitting makes us feel guilty","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Quitting – particularly without a job to go to – can be emotionally challenging and carry stigma. Can the Great Resignation change that?","summaryShort":"Quitting can be very positive – so why does resigning feel so bad?","tag":[],"textToSpeech":false,"creationDateTime":"2021-08-24T19:57:54.051663Z","entity":"article","guid":"0999e9e1-582d-4ac9-838d-86c032bd1cbe","id":"worklife\u002Farticle\u002F20210823-why-does-quitting-your-job-still-feel-so-hard","modifiedDateTime":"2021-09-02T05:28:18.389592Z","project":"worklife","slug":"20210823-why-does-quitting-your-job-still-feel-so-hard","cacheLastUpdated":1634675381410},"worklife\u002Farticle\u002F20210727-the-rise-of-never-ending-job-interviews":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210727-the-rise-of-never-ending-job-interviews","_id":"615360ca45ceed37302af71d","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Some companies are asking candidates to attend multiple interviews. But too many rounds could be a red flag – and even drive candidates away.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EEvery jobseeker welcomes an invitation to a second interview, because it signals a company’s interest. A third interview might feel even more positive, or even be the precursor to an offer. But what happens when the process drags on to a fourth, fifth or sixth round – and it’s not even clear how close you are to the ‘final’ interview? \u003C\u002Fp\u003E\n\u003Cp\u003EThat’s a question Mike Conley, 49, grappled with earlier this year. The software engineering manager, based in Indiana, US, had been seeking a new role after losing his job during the pandemic. Five companies told him they had to delay hiring because of Covid-19 – but only after he’d done the final round of interviews. Another three invited him for several rounds of interviews until it was time to make an offer, at which point they decided to promote internally. Then, he made it through three rounds of interviews for a director-level position at a company he really liked, only to receive an email to co-ordinate six more rounds. \u003C\u002Fp\u003E\n\u003Cp\u003E“When I responded to the internal HR, I even asked, ‘Are these the final rounds?’,” he says. “The answer I got back was: ‘We don’t know yet’.” \u003C\u002Fp\u003E\n\u003Cp\u003EThat’s when Conley made the tough decision to pull out. He \u003Ca href=\"https:\u002F\u002Fwww.linkedin.com\u002Fposts\u002Fmike-t-conley_jobhunt2021-leadership-servantleadership-activity-6812003946253705217-VF5t\u002F\"\u003Eshared his experience in a LinkedIn post\u003C\u002Fa\u003E that’s touched a nerve with fellow job-seekers, who’ve viewed it 2.6 million times as of this writing. Conley says he’s received about 4,000 public comments of support, and “four times that in private comments” from those who feared being tracked by current or prospective employers. \u003C\u002Fp\u003E\n\u003Cp\u003E“So many people told me that, when they found out it was going to be six or seven interviews, they pulled out, so it was a bigger thing than I ever thought it was,” he says. Of course, Conley never expected his post would go viral, “but I thought that for people who had been on similar paths, it was good to put it out there and let them know that they’re not alone”. \u003C\u002Fp\u003E\n\u003Cp\u003EIn fact, the internet is awash with similar stories jobseekers who’ve become frustrated with companies – particularly in the tech, finance and energy sectors – turning the interview process into a marathon. That poses the question: how many rounds of interviews should it take for an employer to reasonably assess a candidate before the process veers into excess? And how long should candidates stick it out if there’s no clear information on exactly how many hoops they’ll have to jump through to stay in the running for a role? \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe importance of streamlined hiring\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ETrial and error is bad and costly for companies who are hiring, so they often compensate by making the recruitment process more and more forensic. This means conducting multiple interviews to gather valuable information to help them more clearly determine which candidate has the most potential. In the best-case scenario, this is a great investment for all involved: it ensures that the candidate won’t struggle in the job, and that the company won’t have to repeat the process all over again.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210727-the-rise-of-never-ending-job-interviews-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Mike Conley","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210727-the-rise-of-never-ending-job-interviews-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ECompanies tend to build in several interviews and assessments to check credentials, determine job capabilities, get additional opinions and learn about a candidate’s personality. Jenny Ho, who runs the Singapore-based recruiting agency International Workplace Consulting, says the number of required interviews should always be in line with the level of the position. “Preferably, it’s three to four rounds, maximum,” she says. “For positions below director level, it’s a maximum of three; preferably two.” \u003C\u002Fp\u003E\n\u003Cp\u003EA streamlined hiring process gives a company an edge in a competitive employment market. Google, for example, recently examined its past interview data and determined that \u003Ca href=\"https:\u002F\u002Frework.withgoogle.com\u002Fblog\u002Fgoogle-rule-of-four\u002F\"\u003Efour interviews was enough to make a hiring decision with 86% confidence\u003C\u002Fa\u003E, noting that there was a diminishing return on interviewer feedback thereafter. Previously, candidates applying for a job at Google could be subjected to more than a dozen interviews. The number of people involved in the process has also been reduced, because Google found that four interviewers could make the same hiring decisions that a larger number of interviewers had in the past. \u003C\u002Fp\u003E\n\u003Cp\u003EHo says the key people who should be involved in the hiring process include the person who would be the employee’s direct manager, their supervisor and human resources. If it’s a C-suite position, it may include other C-suite executives and, possibly, some tenured employees. Yet, it’s important not to get too many people involved. \u003C\u002Fp\u003E\n\u003Cp\u003E“There is this concept that there must be a better candidate out there, so [companies] get more interviewers involved and, sometimes, they just end up more confused,” Ho says, noting that too many interviewers can create a lack of focus in the questioning as well as \u003Ca href=\"https:\u002F\u002Fwww.seek.com.au\u002Femployer\u002Fhiring-advice\u002Fhow-many-interviews-are-too-many-we-reveal-the-ideal-interview-process\"\u003Eunease for the candidate\u003C\u002Fa\u003E. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EHire – or risk losing candidates\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EJohn Sullivan, a Silicon Valley-based HR thought leader, says companies should nail down \u003Ca href=\"https:\u002F\u002Fwww.ere.net\u002Ftop-candidates-are-gone-within-10-days-so-assign-each-a-hire-by-date\u002F\"\u003Ea hire-by date\u003C\u002Fa\u003E from the start of the recruitment process, because the best candidates only transition the job market briefly. And, as Conley’s experience shows, drawn-out interview processes can impact negatively on candidates’ interest in the role.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210727-the-rise-of-never-ending-job-interviews-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Knees, at a job interview","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210727-the-rise-of-never-ending-job-interviews-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAccording to a survey from global staffing firm Robert Half, \u003Ca href=\"https:\u002F\u002Frh-us.mediaroom.com\u002F2021-02-10-How-To-Lose-A-Candidate-In-10-Business-Days\"\u003E62% of US professionals say they lose interest in a job\u003C\u002Fa\u003E if they don’t hear back from the employer within two weeks – or 10 business days – after the initial interview. That number jumps to 77% if there is no status update within three weeks. \u003C\u002Fp\u003E\n\u003Cp\u003EPaul McDonald, a Los Angeles-based senior executive director at Robert Half, says that the average time-to-hire in the US has ebbed and flowed in recent months. It was elongated for much of 2020 and early 2021 due to the pandemic when companies were often “breadcrumbing” – or stringing along – candidates. Now, he says, it’s become more consolidated: If anyone is still breadcrumbing today, “they’re risking losing candidates because there are so many opportunities [for them]”. \u003C\u002Fp\u003E\n\u003Cp\u003ENot only that, they may also be tarnishing their reputation. Some 26% of respondents to the Robert Half survey said they would leave a negative comment anonymously on review sites if they felt like they were being strung along, potentially harming the chances for the company to attract top talent down the road. \u003C\u002Fp\u003E\n\u003Cp\u003EOf course, companies may not be stringing candidates along on purpose. Final approval for recruitment may be delayed because of shifting bottom lines or unforeseen circumstances beyond the company’s control – potentially moving the recruitment goalposts. If valid reasons aren’t communicated clearly, however, that may be a red flag for jobseekers.   \u003C\u002Fp\u003E\n\u003Cp\u003EMcDonald says that if a company is indecisive, it can provide a candidate with crucial insight into its culture. “If the decision-making process is this difficult for the organisation – if they’re not able to pull the trigger after three or four interviews and you’ve done everything asked of you and they’re still unsure – then that’s a key indicator of what it might be like to work for that organisation and those managers,” he says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210727-the-rise-of-never-ending-job-interviews-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"These complicated processes are actually making quality candidates go elsewhere – Mike Conley","id":"worklife\u002Farticle\u002F20210727-the-rise-of-never-ending-job-interviews-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EInterview fatigue affects both candidates and managers, so McDonald says candidates shouldn’t be afraid to ask for more details about the motivation for additional rounds, especially if it will be tricky for them to take more time off from their current job. “If you have to bow out, bow out gracefully,” he adds. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘Building bad processes’\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThat’s exactly what Conley, the job-seeker in Indiana, did. He never published the name of the company on his LinkedIn post, and his considerate commentary ultimately paved the way for a silver lining. \u003C\u002Fp\u003E\n\u003Cp\u003EA LinkedIn user who saw the post referred him to the CEO of a start-up helping students enter the workforce. After four interviews, he landed a job in early July as its VP of Software Engineering (both a higher position and pay grade than he’d targeted just a few weeks prior). Thanks to the attention, Conley is also making a podcast about hiring practices and has been offered some consulting gigs to help companies avoid interview processes like the ones he experienced.\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EConley says he wishes he had been bold enough to take a stand earlier in his job search, “but it took me a while to value myself to get to the point I’m at now”. After all the hoops he’s jumped through in recent months, however, he still believes companies are trying their best. \u003C\u002Fp\u003E\n\u003Cp\u003E“They’re really worried about picking the right candidates, but in building in that worry, they’re building a process that doesn’t allow them to get to the candidates they thought they were going after,” he says. “These complicated processes are actually making quality candidates go elsewhere.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210727-the-rise-of-never-ending-job-interviews-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-08-02T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The rise of never-ending job interviews","headlineShort":"The rise of extreme job interviews","image":[],"imageAlignment":"centre","imageAltText":"Job interview","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Some companies are asking candidates to attend multiple interviews. But too many rounds could be a red flag – and even drive candidates away.","summaryShort":"Seven? Eight? Nine? How many interviews is too many for a job?","tag":[],"textToSpeech":false,"creationDateTime":"2021-08-01T20:00:57.452084Z","entity":"article","guid":"15fc6d53-7508-4c42-8bae-e91372e3db63","id":"worklife\u002Farticle\u002F20210727-the-rise-of-never-ending-job-interviews","modifiedDateTime":"2021-09-02T05:26:59.679508Z","project":"worklife","slug":"20210727-the-rise-of-never-ending-job-interviews","cacheLastUpdated":1634675381410},"worklife\u002Farticle\u002F20210618-the-workers-pushing-back-on-the-return-to-the-office":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210618-the-workers-pushing-back-on-the-return-to-the-office","_id":"6153602d45ceed72a24e6ca2","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Some companies want staff back in the office for more time than employees had anticipated. Workers like their set-ups, and even doubt bosses' motives – so they're resisting.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EEarly in June, Apple CEO Tim Cook sent out a company-wide memo telling staff they would be required back in the office by early September. Workers would be expected to be present for three days a week, with two days of remote work.\u003C\u002Fp\u003E\n\u003Cp\u003ESome Apple employees weren’t happy – and \u003Ca href=\"https:\u002F\u002Fwww.theverge.com\u002F2021\u002F6\u002F4\u002F22491629\u002Fapple-employees-push-back-return-office-internal-letter-tim-cook\"\u003Epushed back with their own letter\u003C\u002Fa\u003E. Addressed to upper management, their message expressed frustration about the new policy, saying that it had led some employees to quit. Apple’s pre-pandemic policies discouraged remote work, but post-Covid-19, employees are challenging what they called “a disconnect between how the executive team thinks about remote\u002Flocation-flexible work and the lived experiences of many of Apple’s employees”. \u003C\u002Fp\u003E\n\u003Cp\u003EApple staffers aren’t the only ones contesting plans to return to the office. Workers at Washingtonian magazine, a US-based publication, walked off the job when their chief executive \u003Ca href=\"https:\u002F\u002Fwww.washingtonpost.com\u002Fopinions\u002F2021\u002F05\u002F06\u002Fceo-i-want-my-employees-understand-risks-not-returning-work-office\u002F?itid=lk_inline_manual_4\"\u003ECathy Merrill wrote an op-ed\u003C\u002Fa\u003E that appeared to threaten employees’ job security if they refused to return to the office five days a week. Other employers still appear to be talking tough, however; last week, Morgan Stanley CEO \u003Ca href=\"https:\u002F\u002Fedition.cnn.com\u002F2021\u002F06\u002F16\u002Finvesting\u002Fmorgan-stanley-ceo-return-to-office\u002Findex.html\"\u003EJames Gorman said\u003C\u002Fa\u003E he’d be “very disappointed if people haven’t found their way into the office” by early September. “Then we’ll have a different kind of conversation.” \u003C\u002Fp\u003E\n\u003Cp\u003EAs employers start to unveil their post-pandemic visions for work, pushback movements from employees keen to retain their work-from-home privileges are in nascent stages. But localised protests may be indicative of more widespread resistance among workers to revert to pre-pandemic patterns. Employees may well feel they've proved they can be productive at home –  and that the reasons companies say they want them back in-office don't stack up.\u003C\u002Fp\u003E\n\u003Cp\u003EEstablishing future working patterns that appease all sides will be a complex process. But doing so will reap dividends for companies; if they don't, and workers have better options, they might well vote with their feet.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210618-the-workers-pushing-back-on-the-return-to-the-office-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"When decisions were being made, everyone was trying to figure this out, and things got said that weren’t thought through – Kimberly Merriman","id":"worklife\u002Farticle\u002F20210618-the-workers-pushing-back-on-the-return-to-the-office-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003E‘Democratisation of the workplace’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ERemote work has been a positive experience for many (\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201023-can-young-people-thrive-in-a-remote-work-world\"\u003Ethough not all\u003C\u002Fa\u003E) employees. Citing data from January 2021, results from one \u003Ca href=\"https:\u002F\u002Fnews.gallup.com\u002Fpoll\u002F329501\u002Fmajority-workers-continue-punch-virtually.aspx\"\u003Erecent US poll\u003C\u002Fa\u003E showed that 44% of people currently working from home want to continue working remotely because it suits them; 39% would prefer to return to the office; and 17% want to keep working remotely because of coronavirus. In general, remote workers cite not having to commute as a major perk as well as having more room to balance work, family and leisure.\u003C\u002Fp\u003E\n\u003Cp\u003EMany workers will have assumed that, once introduced, work-from-home was here to stay, and some may even \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Fcities\u002F2020\u002Foct\u002F26\u002Fthe-great-rebalancing-working-from-home-fuels-rise-of-the-secondary-city\"\u003Ehave relocated\u003C\u002Fa\u003E accordingly. That’s partly because of how quickly companies around the world had to transition – and some employers sent signals that suggested the shift could be a long-term option. (In September, for example, \u003Ca href=\"https:\u002F\u002Fwww.bloomberg.com\u002Fnews\u002Farticles\u002F2020-09-22\u002Fapple-ceo-impressed-by-remote-work-sees-permanent-changes?sref=lgADY7dy\"\u003ETim Cook said\u003C\u002Fa\u003E he didn’t believe Apple would “return to the way we were, because we’ve found that there are some things that actually work really well virtually”, though he did also caveat his comments.)\u003C\u002Fp\u003E\n\u003Cp\u003E“When decisions were being made, everyone was trying to figure this out, and things got said that weren’t thought through,” notes Kimberly Merriman, professor of management at the Manning School of Business at University of Massachusetts, Lowell.\u003C\u002Fp\u003E\n\u003Cp\u003ENow, with the return to work more imminent, many companies are talking about a 'hybrid' future combining both remote work and office time. But some companies either want staff back full-time in the office or for larger chunks of time – and more regularly – than employees had hoped for or anticipated. \u003C\u002Fp\u003E\n\u003Cp\u003EIt’s already clear that not all workers are happy about being summoned back to their desks. Having made the sudden and, in many cases, stressful shift to remote work at the start of the pandemic, workers feel they’ve proved that they could make a success of it – including in roles for which bosses had previously rejected any kind of flexibility. And they are suspicious of the reasons companies are giving for calling them back.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210618-the-workers-pushing-back-on-the-return-to-the-office-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"apple campus","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210618-the-workers-pushing-back-on-the-return-to-the-office-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EMany firms, for example, have cited company values or culture as their reason for insisting on in-office presence. In her Washington Post op-ed, Merrill suggested that remote work was easy at first because staff “could rely on office cultures – established practices, unspoken rules and shared values, established over years in large part by people interacting in person”.\u003C\u002Fp\u003E\n\u003Cp\u003EAnother common refrain is that remote work stymies collaboration and innovation, because the latter in particular often arises from spontaneous conversations in the office. There’s also concern that the work-from-home model does not work for junior employees, who want to learn from their colleagues.\u003C\u002Fp\u003E\n\u003Cp\u003EBut, junior workers aside, employees who feel they have been productive and innovative at home are questioning the mantra that engaging with ‘corporate culture’ or water-cooler chats will make them better workers. “This [emphasis on corporate culture] kept coming up in a way that didn’t ring true. It was almost like a euphemism for ‘I want you back, I don’t want you at home. I don’t trust you.’ That’s how workers are interpreting it,” says Merriman. \u003C\u002Fp\u003E\n\u003Cp\u003EOverarchingly, workers who have enjoyed more autonomy than ever before over their working lives are reluctant to trade it back in for the presenteeism and surveillance of the pre-pandemic era. “What we’ve seen is a democratisation of the workforce, in the sense that people could decide how to work and when to work,” says Stefanie Gustafsson, senior lecturer at the University of Bath School of Management.\u003C\u002Fp\u003E\n\u003Cp\u003EMerriman also feels that there has been a “power dynamic shift” in the workplace that isn’t going to go away. “In this day and age, everyone wants the kind of workplace where they feel like they matter, and leaders who ask for their opinions,” she says.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EInvolve employees or risk losing them\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe good news is that in \u003Ca href=\"https:\u002F\u002Fwww.stlouisfed.org\u002Fpublications\u002Fregional-economist\u002Fsecond-quarter-2021\u002Fus-labor-market\"\u003Ea tight labour market, like the US\u003C\u002Fa\u003E, those who are unhappy with their company’s stance on flexibility have options – and leverage. “To return to growth, business leaders will need to understand what employees really want and create policies and plans that allow for more flexibility and personalisation,” according to a recent \u003Ca href=\"https:\u002F\u002Fwww.pwc.com\u002Fus\u002Fen\u002Fservices\u002Fconsulting\u002Fworkforce-of-the-future\u002Flibrary\u002Fworkforce-pulse-survey.html\"\u003EPwC white paper\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003ECompanies that do not work to accommodate employees’ desired working patterns do so at their own peril. “As long as this is a workforce where there are options, then these organisations will lose out,” says Gustafsson. “Before the pandemic, going to the office three days a week would be a great thing. But now, people have choices: other organisations in the same space may offer very flexible, totally remote workplaces.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210618-the-workers-pushing-back-on-the-return-to-the-office-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Now, people have choices: other organisations in the same space may offer very flexible, totally remote workplaces – Stefanie Gustafsson","id":"worklife\u002Farticle\u002F20210618-the-workers-pushing-back-on-the-return-to-the-office-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EResearch certainly suggests that, for a number of reasons, a higher-than-usual proportion of employees are eyeing the exit at work, in what is being called \u003Ca href=\"https:\u002F\u002Fwww.fastcompany.com\u002F90646274\u002Fthe-great-resignation-is-here-this-is-how-employers-should-prepare\"\u003Ethe Great Resignation\u003C\u002Fa\u003E. How flexible companies decide to be may well feed into this; one poll indicates that 54% of surveyed employees from around the world would \u003Ca href=\"https:\u002F\u002Fwww.ey.com\u002Fen_gl\u002Fnews\u002F2021\u002F05\u002Fmore-than-half-of-employees-globally-would-quit-their-jobs-if-not-provided-post-pandemic-flexibility-ey-survey-finds\"\u003Econsider quitting their job\u003C\u002Fa\u003E if they are not given some form of flexibility in terms of where and when they work. Just more than 75% of this same group said they were satisfied with their jobs, indicating that even satisfied employees are willing to quit if their employers don’t embrace a degree of remote work.\u003C\u002Fp\u003E\n\u003Cp\u003ENot everyone will be able to call their own shots, however. Workers in the technology sector are in high demand, which provides them with more flexible employment options from a broader array of companies, but workers in other sectors may have less leverage. Those employed in sales, human resources and administration, for example, are far \u003Ca href=\"https:\u002F\u002Fwww.vox.com\u002Frecode\u002F22387529\u002Fworking-from-home-return-to-office-remote-work\"\u003Eless likely to have worked remotely\u003C\u002Fa\u003E in the first place, and therefore less likely to be afforded more opportunities to do so in the future.\u003C\u002Fp\u003E\n\u003Cp\u003EWhether employees leaving in droves – or publicising their opposition to post-pandemic working practises – will influence company policies remains to be seen. Apple has yet to respond publicly to the letter from its employees. (BBC Worklife reached out to Apple, but they did not provide a comment as of press time.) But public employee pushback may well influence workers in other companies; just as executives look to each other for examples of how they should \u003Ca href=\"https:\u002F\u002Ffinancialpost.com\u002Ffp-work\u002Fits-time-to-return-to-the-office-jamie-dimon-signals-to-wall-street\"\u003Ebring employees back\u003C\u002Fa\u003E, workers may look to high-profile pushback efforts for inspiration. It’s also clear that companies are continuing to adjust policies; \u003Ca href=\"https:\u002F\u002Fwww.geekwire.com\u002F2021\u002Famazon-adjusts-return-office-guidance-says-employees-can-work-two-days-week-remotely\u002F\"\u003EAmazon\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fedition.cnn.com\u002F2021\u002F05\u002F05\u002Ftech\u002Fgoogle-office-remote-work-pandemic\u002Findex.html\"\u003EGoogle\u003C\u002Fa\u003E have both recently introduced more flexibility into their previous return-to-office stances (though there is no evidence this is in response to employee pushback). But in general, unhappy staff don’t reflect well on companies. \u003C\u002Fp\u003E\n\u003Cp\u003E“A few numbers really reach far. Companies should be concerned when any number of employees complain like that [the Apple case]. It can escalate and give an impression, even if it’s a small number of employees, that this is the tone of the organisation,” says Merriman.\u003C\u002Fp\u003E\n\u003Cp\u003ERather than handing down decisions from the top, engaging in transparency and dialogue may well serve employers better as they establish what post-pandemic work will look like. In the last 15 months, many workers have embraced flexibility and autonomy – and will be reluctant to give it up.\u003C\u002Fp\u003E\n\u003Cp\u003E“[Pushback is] more a wake-up call than a death sentence for employer relationships,” says Merriman. “I’m not sure why the pandemic made [leaders] forget that you can’t be a top-down, imposing leader when workers have options.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210618-the-workers-pushing-back-on-the-return-to-the-office-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-06-22T13:28:12Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The workers pushing back on the return to the office","headlineShort":"The workers resisting return-to-office","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Some companies want staff back in the office for more time than employees had anticipated. Workers like their set-ups, and even doubt bosses' motives – so they're resisting.","summaryShort":"Companies and workers don't agree on office days. Some staff are pushing back","tag":[],"textToSpeech":false,"creationDateTime":"2021-06-21T20:04:24.771223Z","entity":"article","guid":"a4f339a1-4f83-4158-a637-34ed0d9fd97e","id":"worklife\u002Farticle\u002F20210618-the-workers-pushing-back-on-the-return-to-the-office","modifiedDateTime":"2021-09-02T05:25:09.021382Z","project":"worklife","slug":"20210618-the-workers-pushing-back-on-the-return-to-the-office","cacheLastUpdated":1634675381426},"worklife\u002Farticle\u002F20210713-why-introverts-excelled-at-working-from-home":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210713-why-introverts-excelled-at-working-from-home","_id":"6153608e45ceed21a827ccb2","ambientVideo":"","articleType":"story","assetVideo":null,"author":["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\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"],"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":"6153627345ceed1870361d50"}],"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":"2021-09-02T05:26:17.303026Z","project":"worklife","slug":"20210713-why-introverts-excelled-at-working-from-home","cacheLastUpdated":1634675381426},"worklife\u002Farticle\u002F20210716-hybrid-work-how-to-maximise-your-in-office-days":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210716-hybrid-work-how-to-maximise-your-in-office-days","_id":"61535fe145ceed4df02407dd","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Hybrid arrangements are new to us all. Working out how to divide our tasks between home and the office will be crucial to success.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn the months since companies began planning their post-pandemic work models, a key concept that has emerged is \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Fhello-hybrid\"\u003E‘hybrid’\u003C\u002Fa\u003E – a structure combining remote work and in-office days. \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200824-why-the-future-of-work-might-be-hybrid\"\u003EThe hybrid model\u003C\u002Fa\u003E allows employees to retain the flexibility they’ve experienced working from home, and still have the kind of in-office contact with colleagues that strengthens teams and collaboration. \u003C\u002Fp\u003E\n\u003Cp\u003EWorkers in many nations are now starting to head back into office and beginning to trial this new way of working. The hybrid pattern will be unfamiliar for employees and employers alike, and some workers may wonder how to best allocate their tasks, so that their time in each work environment is used to maximum advantage.\u003C\u002Fp\u003E\n\u003Cp\u003EExperts suggest choosing which work to do where, being communicative with managers and maximising in-person interactions can play a crucial role in making a success of a hybrid workweek.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EOptimal office days\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EEven though hybrid set-ups will differ – some people will work a fixed number of days in the office, some will have specific pre-selected days during which whole teams are in together, some may be allowed to set their own schedules flexibly – there will be commonalities. For many, an early challenge may be working out how to move seamlessly between home and work offices.\u003C\u002Fp\u003E\n\u003Cp\u003E“Early evidence that we’ve collected suggests that people are experiencing some kind of culture shock when they’re getting back into the office,” says Tsedal Neeley, professor of business administration at Harvard Business School. “They’re also entering spaces that don’t have the same kind of technology that they’ve now set up at their homes.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210716-hybrid-work-how-to-maximise-your-in-office-days-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Man working at home","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210716-hybrid-work-how-to-maximise-your-in-office-days-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ENeeley suggests recreating aspects of your work-from-home environment in the office to make the switch feel less jarring, including the lighting around your desk, your camera or microphone setup, your seating arrangement and even the accessibility of digital tools such as Zoom, Slack and other company-specific applications. Closely matching the layouts of each work environment will lead to more efficiency throughout the workday, says Neeley, and a more streamlined transition between the two spaces.\u003C\u002Fp\u003E\n\u003Cp\u003EOnce the desk is sorted, workers should take stock of their tasks and decide which are better suited to the home or office environment. Planning ahead is key here, especially if the hybrid arrangement is consistent and workers know in advance which days they’ll be in the office.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210406-how-asynchronous-communication-could-change-your-workday\"\u003EAsynchronous tasks\u003C\u002Fa\u003E – which can be completed from start to finish without input from others, such as responding to direct emails or putting together a solo presentation – should be done at home, where you’re able to have large blocks of uninterrupted time. Projects that require focused writing, data entry or asynchronous email communication between colleagues in separate time zones can all be achieved effectively from home. Certain kinds of meetings may be suited for at-home days as well, ideally ones that are closed-ended, and seek to address an issue without the need for a lengthy follow up, such as brief check-ins with a small group of managers or colleagues about an upcoming agenda for the week.\u003C\u002Fp\u003E\n\u003Cp\u003ESynchronous tasks, on the other hand, should be saved for in-office days. These are assignments that require collaboration, conversation, brainstorming or group creativity with many interdependent parts, says Paul Tesluk, dean and professor of organisational psychology at the University at Buffalo School of Management, New York. Workers can be just as creative working remotely as in-person, he says, but \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200421-why-zoom-video-chats-are-so-exhausting\"\u003Econnecting with colleagues over video\u003C\u002Fa\u003E has proven to be more draining. People are slower to process non-verbal cues when using video technology, which can lead to anxiety and fatigue that gets in the way of fruitful collaboration.\u003C\u002Fp\u003E\n\u003Cp\u003EOf course, workers all have different preferences and favoured working styles. Some feel they do their best work in \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200513-the-benefits-isolation-can-have-on-your-work\"\u003Esilence and isolation\u003C\u002Fa\u003E, while others thrive in a bustling office environment. That means each worker will need to establish their own pattern – and assign tasks to in-office or home days on the basis that works best for them.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EConnecting with colleagues\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EMaking a success of hybrid is not just about choosing your tasks, however; developing and maintaining relationships with colleagues is also important.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210716-hybrid-work-how-to-maximise-your-in-office-days-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Colleagues chatting at work","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210716-hybrid-work-how-to-maximise-your-in-office-days-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWorkers, at least early on, should prioritise spending time, both formal and informal, with colleagues to re-establish a baseline of social familiarity. Doing so helps to shore up important personal connections – the kind of trust “that comes from high quality working relationships that has been harder to be able to build and develop when working remotely”, says Tesluk.\u003C\u002Fp\u003E\n\u003Cp\u003ETouching base with people in the office, whether for coffee, lunch or across a workspace, can in turn smooth working relationships on virtual days. If your team plans to be in the office every Monday, it’s important to join them.\u003C\u002Fp\u003E\n\u003Cp\u003EThis holds true especially for younger employees or newer hires brought on board during Covid-19, who have spent limited time with colleagues in the office. While these workers may choose some form of hybrid schedule, it will be useful at first to get to know the working patterns of managers and mentors so they can learn as much as possible. Even if it means fewer days working from home at the beginning, making connections in person can be one of the most effective ways to establish a place in a team or company.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EProving your productivity?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAs new working models have emerged, there’s been debate about whether remote workers will find themselves \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210305-why-in-person-workers-may-be-more-likely-to-get-promoted\"\u003Eside-lined in terms of promotions\u003C\u002Fa\u003E, because if they’re not in the office, their contribution may be less obvious. As a result, on their in-office days, workers may feel the need to prove to managers that they are being productive.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210716-hybrid-work-how-to-maximise-your-in-office-days-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Approach your more limited in-office time intelligently, plan your days and maintain a steady line of communication with colleagues","id":"worklife\u002Farticle\u002F20210716-hybrid-work-how-to-maximise-your-in-office-days-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAccording to Neeley, in a perfect world the stable or in many cases \u003Ca href=\"http:\u002F\u002Fd1c25a6gwz7q5e.cloudfront.net\u002Freports\u002F2020-11-09-workplace-whitepaper-FINAL.pdf\"\u003Eincreased levels of productivity\u003C\u002Fa\u003E we’ve shown during the pandemic would erase the need for any overcompensation. “What Covid has taught us, and what remote work has surely defined for people, is that this notion of ‘butts in seats’ to demonstrate productivity or performance is not fruitful.\u003C\u002Fp\u003E\n\u003Cp\u003E“Employees should assume that they’re trusted and not have these paranoias, because the world has changed, the way we appraise people has completely changed,” says Neeley. Instead, adds Tesluk, we should preserve our energy for taking full advantage of moments of in-office collaboration, and let the quality of the work itself do the talking.\u003C\u002Fp\u003E\n\u003Cp\u003EBut given we know that managers can be \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210604-why-presenteeism-always-wins-out-over-productivity\"\u003Eseduced by presenteeism\u003C\u002Fa\u003E, whether consciously or subconsciously, making a moderate effort to signal your productivity and communicate your contribution to your boss can be a good idea. That means it’s vital to create a regular channel of communication with your boss, particularly during the transition to hybrid, to ensure new working patterns are remaining effective.\u003C\u002Fp\u003E\n\u003Cp\u003EEach company’s method of returning to in-office will fall on a spectrum and it will take time to adapt, regardless of your role or workplace experience. The key, says Neeley, is to approach your more limited in-office time intelligently, plan your days and maintain a steady line of communication with colleagues and managers.\u003C\u002Fp\u003E\n\u003Cp\u003E“People want work-life flexibility, people have earned trust through productive performance and this is kind of the new way of thinking about work,” she says. “It’s not just about command and control, it’s about empowerment and trust.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210716-hybrid-work-how-to-maximise-your-in-office-days-6"}],"collection":[],"disableAdverts":false,"displayDate":"2021-07-19T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Hybrid work: How to maximise your in-office days","headlineShort":"How to master the hybrid workweek","image":[],"imageAlignment":"centre","imageAltText":"Woman carrying coffee and laptop heading to work","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":[],"relatedStories":[],"relatedTag":null,"summaryLong":"Hybrid arrangements are new to us all. Working out how to divide our tasks between home and the office will be crucial to success.","summaryShort":"Hybrid is coming – so how do you plan your in-office days?","tag":[],"textToSpeech":false,"creationDateTime":"2021-07-19T00:19:56.663168Z","entity":"article","guid":"7a4b3b34-696f-4ed4-8cc0-ea3b7931154f","id":"worklife\u002Farticle\u002F20210716-hybrid-work-how-to-maximise-your-in-office-days","modifiedDateTime":"2021-09-02T05:26:25.17131Z","project":"worklife","slug":"20210716-hybrid-work-how-to-maximise-your-in-office-days","cacheLastUpdated":1634675381411},"worklife\u002Farticle\u002F20210721-why-worker-loyalty-is-at-a-breaking-point":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210721-why-worker-loyalty-is-at-a-breaking-point","_id":"61535fdc45ceed3d4e61a6c2","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fjosie-cox"],"bodyIntro":"People are no longer prepared to return to pre-pandemic ways of working. If pressed to do so, many may choose to quit instead.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn early July, after more than a decade working for a French bank, Marie could see no other option but to resign from her Paris-based role. \u003C\u002Fp\u003E\n\u003Cp\u003EThe mother of two, whose surname is being withheld for professional reasons, enjoyed her job in the firm’s wealth-management division. But in June, her bosses determined that, given the global pandemic continued to show signs of easing, everyone in the team would soon be ordered back to the office full time. \u003C\u002Fp\u003E\n\u003Cp\u003EMarie’s husband had recently been offered a lucrative job in London. When he accepted, the prospect of the young parents holding down careers in two different countries looked unproblematic, because of the workplace changes that Covid-19 had triggered. Marie had been enthusiastic about the prospect of moving to London and catching the Eurostar train to Paris a few times a month for work, but as her employer started to insist on a return to in-person working, it became obvious that something would have to give. \u003C\u002Fp\u003E\n\u003Cp\u003E“I’d just spent well over 12 months proving that I was able to do my job entirely remotely, so being told that there was no longer any flexibility at all in terms of my physical location was extremely frustrating,” she says. “I tried for several weeks to come up with a solution, but in the end, I could see no other option than to quit. I loved working in finance, but my priority now is to find a new job that works for me and my family,” she adds. “And that may well be in a different industry.” \u003C\u002Fp\u003E\n\u003Cp\u003EAs \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fworld-56025355\" target=\"_blank\"\u003Evaccination rates around the world\u003C\u002Fa\u003E tick up, giving employers like Marie’s the impetus to recall people to the office, businesses are confronting an uncomfortable reality: employees’ needs and preferences have changed. Many are no longer prepared to return to the way of working that was conventional before the pandemic. If pressed to do exactly that, \u003Ca href=\"https:\u002F\u002Fwww.businessinsider.com\u002Fquit-job-flexible-remote-working-from-home-return-to-office-2021-6\"\u003Emillions are choosing to quit instead\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210721-why-worker-loyalty-is-at-a-breaking-point-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Being told that there was no longer any flexibility at all in terms of my physical location was extremely frustrating – Marie","id":"worklife\u002Farticle\u002F20210721-why-worker-loyalty-is-at-a-breaking-point-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThis trend has gathered so much momentum that academics are now speaking of a fundamental shift in power dynamics away from employers and toward workers. If businesses want to retain the loyal talent they need to stay competitive, experts argue they must listen to the needs of the labour market and adapt quickly.  \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe lessons from loss\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EAlmuth McDowall, professor and assistant dean of the department of organisational psychology at London’s Birkbeck University, explains that losses during the last 18 months have proven transformational. \u003C\u002Fp\u003E\n\u003Cp\u003E“We’ve all experienced loss... losing loved ones, losing our freedom, losing human contact,” she says. “Many of us also had to juggle home-working with full-time caring, as children were off school.” \u003C\u002Fp\u003E\n\u003Cp\u003EThese life events felt so significant, says McDowall, that they caused us to revisit our priorities and sent many of us on a quest for work that feels purposeful – for a job that comes with some greater form of meaning.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210721-why-worker-loyalty-is-at-a-breaking-point-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09q0p0p"],"imageAlignment":"centre","imageAltText":"A busy office","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210721-why-worker-loyalty-is-at-a-breaking-point-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESimultaneously, having seen what is possible under extreme circumstances, many workers feel more prepared now than ever before to challenge assumptions around what an ideal worker looks like, and what the parameters and norms of the working world should be. \u003C\u002Fp\u003E\n\u003Cp\u003EThe effects of this momentous rethink are starting to show. In a survey of more than 2,000 people in the UK and Ireland conducted in March,  more than a third of respondents said \u003Ca href=\"https:\u002F\u002Fhr.personio.de\u002Fhubfs\u002FEN_Downloads\u002F202104_HRStudy_UKI.pdf\"\u003Ethey were looking to change roles in the next six to 12 months\u003C\u002Fa\u003E, or once the economy had strengthened. The researchers concluded businesses not actively catering to the evolving needs and demands of employees risked “sleepwalking towards a talent exodus”. \u003C\u002Fp\u003E\n\u003Cp\u003EIn the US, meanwhile, data indicate that such an exodus is already under way. A record \u003Ca href=\"https:\u002F\u002Fwww.cnbc.com\u002F2021\u002F06\u002F09\u002F4-million-people-quit-their-jobs-in-april-to-find-better-work.html\" target=\"_blank\"\u003E4 million people quit their jobs\u003C\u002Fa\u003E in April alone. Since then, the resignation rate has eased, but remains elevated.  \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA loyalty inflection point\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EAnthony Klotz, an associate professor of management at Texas A&M University’s Mays Business School, coined the term “\u003Ca href=\"https:\u002F\u002Fwww.bloomberg.com\u002Fnews\u002Farticles\u002F2021-05-10\u002Fquit-your-job-how-to-resign-after-covid-pandemic\" target=\"_blank\"\u003EGreat Resignation\u003C\u002Fa\u003E” in May. Observing that there were close to 6 million fewer resignations in the US during 2020 than there were in 2019, Klotz correctly predicted that, as the pandemic subsides, the “would-be quitters” who “sheltered in place” in 2020 were likely to act on their plans to leave their employers.  \u003C\u002Fp\u003E\n\u003Cp\u003E“What we’re seeing now is a clear decrease in organisational commitment due to a confluence of factors,” he says. Echoing McDowall, he says that employees have gained a new perspective on what’s truly important to them – “the pandemic brought death to our doorstep and that causes people to reflect” — but there are also other important reasons why loyalties have wavered. \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210721-why-worker-loyalty-is-at-a-breaking-point-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"It’s quite possible that many people no longer define themselves as much through their jobs as they used to – Anthony Klotz","id":"worklife\u002Farticle\u002F20210721-why-worker-loyalty-is-at-a-breaking-point-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Work takes up a huge part of who we are. During the pandemic, identities changed. People spent more time with their families, some might’ve thought more about entrepreneurial ventures, side hustles or other pastimes away from their day job,” he says. “It’s quite possible that many people no longer \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210409-why-we-define-ourselves-by-our-jobs\"\u003Edefine themselves as much through their jobs\u003C\u002Fa\u003E as they used to.” That, Klotz elaborates, “means that they are less emotionally attached to their employer”.  \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EFlexibility over finance?\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EAnother element contributing to employees’ dwindling commitment is the decision by some companies to require workers to return to the office in person, as in Marie’s case. In particular, the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210426-is-extreme-working-culture-worth-the-big-rewards\"\u003Efinance sector\u003C\u002Fa\u003E has come under fire for ordering workers back. \u003C\u002Fp\u003E\n\u003Cp\u003EIn May, Jamie Dimon, the CEO of JPMorgan Chase & Co., which is America’s largest bank, sparked a backlash when he said that working from home simply does not work for those \u003Ca href=\"https:\u002F\u002Fwww.reuters.com\u002Farticle\u002Fus-jp-morgan-ceo\u002Fworking-from-home-doesnt-work-for-those-who-want-to-hustle-jpmorgan-ceo-idUSKBN2CL1HQ\" target=\"_blank\"\u003Ewho want “to hustle”\u003C\u002Fa\u003E. And in June, Morgan Stanley CEO James Gorman said that if most employees were not back to work at the bank's Manhattan headquarters in September, he \u003Ca href=\"https:\u002F\u002Fwww.reuters.com\u002Fbusiness\u002Farchegos-capital-management-blowup-prompted-review-morgan-stanley-2021-06-14\u002F\" target=\"_blank\"\u003Ewould be \"very disappointed\"\u003C\u002Fa\u003E. \u003C\u002Fp\u003E\n\u003Cp\u003EGlobally, the culture of banking is still rooted in face time and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210604-why-presenteeism-always-wins-out-over-productivity\" target=\"_blank\"\u003Epresenteeism\u003C\u002Fa\u003E. Most financial organisations champion the value of in-person meetings to pitch for business and hash out deals, meaning that remote arrangements were always only going to be temporary. But in light of employees becoming more discerning, this might have to change too. \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210721-why-worker-loyalty-is-at-a-breaking-point-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09pzzrp"],"imageAlignment":"centre","imageAltText":"A woman works from home as her son plays in the background","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210721-why-worker-loyalty-is-at-a-breaking-point-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ERegardless of the sectors, explains Klotz, companies that are ordering staff back into the office full time with no exceptions are going to have to find a way to “pitch that in an appealing way”. To stay competitive, businesses like banks and tech companies – some of which have adopted a remote culture indefinitely but \u003Ca href=\"https:\u002F\u002Fwww.washingtonpost.com\u002Ftechnology\u002F2021\u002F06\u002F04\u002Fbig-tech-office-openings\u002F\"\u003Emany of which have not\u003C\u002Fa\u003E – must understand that, while digital nomadism and remote work were not widely available before the pandemic, they will be from now on.  \u003C\u002Fp\u003E\n\u003Cp\u003ENeither Klotz nor Almuth McDowall necessarily anticipate an industry-wide talent drain to materialise – mostly because there is such a broad spectrum of how individual organisations look to be structuring their post-pandemic workplaces in any given sector – but they both agree that businesses will lose good employees if they are not careful.  \u003C\u002Fp\u003E\n\u003Cp\u003E“Work arrangements is a brand new and important criteria that [employees] will care about going forward,” says Klotz. “People will want to choose the work arrangement that is best for whatever stage of life they’re in, and companies will have to take that into account when determining how they operate.” \u003C\u002Fp\u003E\n\u003Cp\u003EA recent PwC survey found that \u003Ca href=\"https:\u002F\u002Fwww.pwc.com\u002Fus\u002Fen\u002Fservices\u002Fconsulting\u002Fworkforce-of-the-future\u002Flibrary\u002Fworkforce-pulse-survey.html\"\u003Eemployees increasingly want to be compensated for their work not just with money, but with flexibility\u003C\u002Fa\u003E. “[We’ve also] found that younger workers are more likely than older employees to accept smaller pay increases for non-monetary benefits, including extensive \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210319-can-companies-actually-help-workers-stay-happy-and-healthy\"\u003Emental health benefits\u003C\u002Fa\u003E, unlimited sick time, flexible work hours and remote work options,” says Bhushan Sethi, who jointly leads PwC's global people and organisation practice. In the wake of the pandemic, he adds, “these incentives can be the difference between a candidate accepting the job or not”. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe empowered employee \u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EStories like Marie’s cast a grim light on the process of readjusting to a post-pandemic work world, but there is overarching evidence that Covid-19 has been a catalyst for good when it comes to the power that \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210618-the-workers-pushing-back-on-the-return-to-the-office\"\u003Eemployees in the labour market can yield\u003C\u002Fa\u003E. \u003C\u002Fp\u003E\n\u003Cp\u003EIndeed, Klotz argues that we are actually in the process of witnessing the dawn of the “era of the empowered employee”.  \u003C\u002Fp\u003E\n\u003Cp\u003EIn the US, the number of unemployed people has comfortably exceeded the number of available jobs for most of the last two decades, but currently the two measures are almost at level pegging, something that economists describe as an \u003Ca href=\"https:\u002F\u002Fwww.wsj.com\u002Farticles\u002Fu-s-job-openings-held-at-record-level-headed-into-summer-11625674595?mod=article_inline\" target=\"_blank\"\u003Eexceptionally tight labour market\u003C\u002Fa\u003E.  \u003C\u002Fp\u003E\n\u003Cp\u003E“Honestly, I can hardly recall a time when the job market was so much in the employee’s favour and that’s definitely a good thing,” says Klotz. “Wages have to go up. Companies have to adapt. But it may well be a slow period of experimentation.”  \u003C\u002Fp\u003E\n\u003Cp\u003E“As an organisation, you don’t just want to capture people’s bodies, but you want to capture their hearts too. And it’s that bit that’s going to prove tough.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210721-why-worker-loyalty-is-at-a-breaking-point-8"}],"collection":null,"disableAdverts":false,"displayDate":"2021-07-26T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why worker loyalty is at a breaking point","headlineShort":"Is worker loyalty at a breaking point?","image":["p09pzyzf"],"imageAlignment":"centre","imageAltText":"A woman who has resigned sits looking at her phone","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210618-the-workers-pushing-back-on-the-return-to-the-office","worklife\u002Farticle\u002F20210713-why-introverts-excelled-at-working-from-home","worklife\u002Farticle\u002F20210716-hybrid-work-how-to-maximise-your-in-office-days"],"relatedTag":null,"summaryLong":"People are no longer prepared to return to pre-pandemic ways of working. If pressed to do so, many may choose to quit instead.","summaryShort":"Why workers aren’t hesitating to leave companies they were loyal to","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2021-07-25T19:49:28.658806Z","entity":"article","guid":"7711a184-0d7f-4935-97c8-f7c27b7254d1","id":"worklife\u002Farticle\u002F20210721-why-worker-loyalty-is-at-a-breaking-point","modifiedDateTime":"2021-09-28T12:48:16.406573Z","project":"worklife","slug":"20210721-why-worker-loyalty-is-at-a-breaking-point","cacheLastUpdated":1634675381410},"worklife\u002Farticle\u002F20210414-why-some-narcissists-actually-hate-themselves":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210414-why-some-narcissists-actually-hate-themselves","_id":"6153624a45ceed2a752fdf2d","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"People who chronically brag and boast are grating – and, at times, repellent. But a surprising truth about narcissists might help us feel unexpected compassion for them.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn a world where humility is valued, some of the most grating people are those who constantly name-drop, brag, claim credit and opine about their brilliance. These qualities set off loud alarm bells of a narcissist in our presence – the kind of person who makes us roll our eyes and gnash our teeth.\u003C\u002Fp\u003E\n\u003Cp\u003EIt’s hard to find compassion for a someone who’s full of themself – and, in many cases, it’s unclear why we’d \u003Cem\u003Ewant \u003C\u002Fem\u003Eto sympathise with the people who repel us most. However, research indicates that unlike Narcissus staring at himself reflecting in the pool, many narcissists actually aren’t in love with themselves after all.\u003C\u002Fp\u003E\n\u003Cp\u003EQuite the opposite, in fact.\u003C\u002Fp\u003E\n\u003Cp\u003EMuch of the time, a narcissist’s behaviour isn’t driven by self-love – rather, self-hatred. New findings reinforce this idea, noting that narcissistic behaviour like flexing on social media might come from low self-esteem and a constant need for self-validation. The fact that some narcissists might actually dislike themselves not only debunks the common school of thought around braggarts, but also suggests that we might want to rethink the way we interact with narcissists.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E'They don't feel good'\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\"Narcissists tend to be very charming and outgoing, and they can make very good first impressions,\" says Robin Edelstein, professor of psychology at the University of Michigan, US. \"But they also tend to be somewhat disagreeable, lacking in empathy and manipulative.\"\u003C\u002Fp\u003E\n\u003Cp\u003EIn an employment setting, that can mean taking credit for other people's work, blaming colleagues for mistakes, taking advantage of others to get ahead or responding to feedback with hostility, explains Edelstein. Socially, this may manifest as showing off on social media, or usurping attention over brunch at the expense of someone else.\u003C\u002Fp\u003E\n\u003Cp\u003EA common misconception is that this behaviour stems from intense self-love, self-obsession and self-centredness. But the cause could be just the opposite.\u003C\u002Fp\u003E\n\u003Cp\u003E\"Narcissistic individuals are actually really hamstrung by insecurity and shame, and their entire life is an attempt to regulate their image,\" says Ramani Durvasula, a licenced clinical psychologist and professor at California State University, Los Angeles. \"Narcissism has never been about self-love – it is almost entirely about self-loathing.\"\u003C\u002Fp\u003E\n\u003Cp\u003EIt's long been established that there are \u003Ca href=\"https:\u002F\u002Fpsycnet.apa.org\u002Frecord\u002F1992-03870-001\"\u003Etwo types of narcissists\u003C\u002Fa\u003E: \"vulnerable\" ones, who have low self-esteem and crave affirmation, and \"grandiose\" ones, who have a genuinely overinflated sense of self.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Ca href=\"https:\u002F\u002Fwww.sciencedirect.com\u002Fscience\u002Farticle\u002Fpii\u002FS0191886921001550?via%3Dihub\"\u003EA new study\u003C\u002Fa\u003E from New York University shows that grandiose narcissists might not be considered narcissists at all, because their behaviour could resemble psychopathy – a related condition in which people act with no empathy in self-serving ways. The research team suggests vulnerable types are the true narcissists, because they don't seek power or dominance, but rather affirmation and attention that elevate their status and image in the minds of others.\u003C\u002Fp\u003E\n\u003Cp\u003E\"They do not feel good about themselves at all,\" says Pascal Wallisch, clinical associate professor at New York University and senior author of the study. \"The paper is not to demonise narcissists at all – on the contrary, we need a lot more compassion.\"\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210414-why-some-narcissists-actually-hate-themselves-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Narcissism has never been about self-love – it is almost entirely about self-loathing – Ramani Durvasula","id":"worklife\u002Farticle\u002F20210414-why-some-narcissists-actually-hate-themselves-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe study involved nearly 300 undergraduate university students, who answered questionnaires that measured personality traits, like being insecure or unempathetic, with statements like \"I tend to lack remorse\" or \"It matters that I am seen at important events\". They found that unlike grandiose narcissists, vulnerable narcissists were the group who most manifested insecurity and other related traits.\u003C\u002Fp\u003E\n\u003Cp\u003ESo, when you see someone name-dropping at work, plastering selfies on Instagram or being touchy to feedback that makes them look bad, they could very well be a vulnerable (or \"true\") narcissist. Their constant need for attention and apparent obsession with self comes from deep insecurities they're trying to cover up.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210414-why-some-narcissists-actually-hate-themselves-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210414-why-some-narcissists-actually-hate-themselves-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EA vicious cycle\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EOf course, seeking positive reinforcement to make ourselves feel better is something everybody does from time to time – and doesn’t necessarily make someone a narcissist.\u003C\u002Fp\u003E\n\u003Cp\u003E\"Seeking out self-enhancement is a normal aspect of personality. We all try to seek out experiences that boost our self-esteem,\" says Nicole Cain, associate professor of clinical psychology at Rutgers University in New Jersey, US. But narcissism can lead to \"self-enhancement becomes the overriding goal in nearly all situations, and may be sought out in problematic and inappropriate ways\".\u003C\u002Fp\u003E\n\u003Cp\u003EIn these cases, behaviours aimed at boosting external validation can backfire, because people end up liking the individual less. Wallisch calls the resulting cyclic, repetitive behaviour a \"maladaptive cascade\", a self-defeating cycle that comes in three phases. It starts off with a vulnerable narcissist fearing that others aren't perceiving them in a certain way – so then they self-aggrandise to alleviate that fear. But paradoxically, others are put off by the behaviour, leading the narcissist right back to square one – and, in fact, the other person might view them even less favourably than before. That's what interests Wallisch most: the narcissist clearly isn't being rewarded for this behaviour, but they do it anyway, because they mistakenly view it as a means of alleviating pain and fear.\u003C\u002Fp\u003E\n\u003Cp\u003E\"Narcissistic people have an idea of how they want to be seen, and don't feel they measure up to that,\" says Durvasula. \"So, they have to portray themselves [in a certain way], and then because they behave badly to do that, they end up experiencing social rejection anyhow, and the cycle keeps happening.\"\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210414-why-some-narcissists-actually-hate-themselves-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"For narcissists, \"self-enhancement becomes the overriding goal in nearly all situations\" – Nicole Cain","id":"worklife\u002Farticle\u002F20210414-why-some-narcissists-actually-hate-themselves-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhile this rarely ends in a good place, Wallisch suggests that \"we can't take these behaviours at face value, especially if someone is boasting and blustering\". He adds, \"It doesn't mean they actually feel good about themselves. Something is lacking in their life.\" He says these kinds of vulnerable narcissists might actually hate themselves. \"It's very sad and tragic. They feel like they are never going to be good enough. If they become a billionaire, that's not going to help with the [root] psychological issue.\"\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EMisunderstood and misnamed?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThere's still a lot we don't know about narcissists in general, though. Some experts say the tug of war between self-love and self-loathing, and the idea they're self-promotional because they want to hide insecurities, doesn't fully explain the behaviour.\u003C\u002Fp\u003E\n\u003Cp\u003E\"This is a very hard question to test,\" says Edelstein. \"How do you really know what a person feels deep down but is either unwilling or unable to express?\"\u003C\u002Fp\u003E\n\u003Cp\u003EIt's also not clear how understanding what's driving narcissism will help curb the behaviour. Most narcissists don't realise that they are the problem, says Edelstein, something that makes tackling the issue hard. \"Narcissists tend to be resistant to change because they see the locus of most problems in others rather than themselves,\" she says. \"I think a person needs to be fairly self-motivated for any sort of intervention to be effective for any personality trait, but narcissism seems to be particularly sticky.\"\u003C\u002Fp\u003E\n\u003Cp\u003ECain, who suggests intensive psychotherapy is the best way to treat narcissism, says workers dealing with narcissistic colleagues should recognise that they are unlikely to be able to change them, persuade them or win an argument with them. \"Set realistic expectations for your interactions with them. At work, clearly define roles. Don't get pulled into a competition with them,\" she says.\u003C\u002Fp\u003E\n\u003Cp\u003ERemembering that their actions may well come from a place of insecurity could also help you view them with more compassion. \"I think the best strategy for dealing with narcissists may be to try to understand where they're coming from,\" says Edelstein, \"and that much of their behaviour comes from deep-seated insecurities and attempts to minimise their own vulnerabilities – as opposed to a reflection of your own inadequacies.\"\u003C\u002Fp\u003E\n\u003Cp\u003E\"I think people cover up mental pain quite a bit – by posturing, and other things,\" says Wallisch. \"It's adds to the tragedy. They're misunderstood.\"\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210414-why-some-narcissists-actually-hate-themselves-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-04-16T20:27:15Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why some narcissists actually hate themselves","headlineShort":"The big misconception about narcissists","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"People who chronically brag and boast are grating – and, at times, repellent. But a surprising truth about narcissists might help us feel unexpected compassion for them.","summaryShort":"We think we know why people brag and boast, but we may be entirely wrong","tag":[],"textToSpeech":false,"creationDateTime":"2021-04-15T19:56:11.370028Z","entity":"article","guid":"32f9b332-fcba-4ee2-8f44-0f9a6be893a7","id":"worklife\u002Farticle\u002F20210414-why-some-narcissists-actually-hate-themselves","modifiedDateTime":"2021-09-02T05:21:52.857323Z","project":"worklife","slug":"20210414-why-some-narcissists-actually-hate-themselves","cacheLastUpdated":1634675381425},"worklife\u002Farticle\u002F20210813-how-mindfulness-could-make-you-selfish":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210813-how-mindfulness-could-make-you-selfish","_id":"6153624e45ceed37ed3aeb67","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":1634675381412},"worklife\u002Farticle\u002F20210319-why-ambiverts-are-better-leaders":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210319-why-ambiverts-are-better-leaders","_id":"615360d345ceed3e1243ee2f","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":1634675381426},"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":"6153614745ceed67927ad49f","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fdavid-robson"],"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":["p09tlfqq"],"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":["p09tlfmz"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210414-why-some-narcissists-actually-hate-themselves","worklife\u002Farticle\u002F20210813-how-mindfulness-could-make-you-selfish","worklife\u002Farticle\u002F20210319-why-ambiverts-are-better-leaders"],"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":["tag\u002Fhow-we-think"],"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":1634675381411},"worklife\u002Farticle\u002F20210525-are-we-heading-towards-a-summer-of-sex":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210525-are-we-heading-towards-a-summer-of-sex","_id":"61535fc345ceed3798314e2c","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Now that vaccines are rolling out, some are trumpeting plans to make up for a year of isolation. So, is a hedonistic summer in the offing? Not so fast, say experts.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOn a flight in April, one Twitter user \u003Ca href=\"https:\u002F\u002Fwww.reddit.com\u002Fr\u002FBrandNewSentence\u002Fcomments\u002Fmlgz45\u002Fvaxxed_and_waxed_baby\u002F\"\u003Eoverheard a fellow flyer\u003C\u002Fa\u003E utter a sentence he’s likely never heard before: “Vaxxed and waxed, baby, I'm ready for some action on this trip.”\u003C\u002Fp\u003E\n\u003Cp\u003EAfter more than a year of social isolation during the pandemic, the sentiment may perfectly encapsulate the purported vibe of the coming months – a period in which people are swapping masks for a different kind of protection. Welcome to summer 2021: the summer of sex.\u003C\u002Fp\u003E\n\u003Cp\u003EAlong with news headlines trumpeting a so-called '\u003Ca href=\"https:\u002F\u002Fwww.cnbc.com\u002F2021\u002F05\u002F22\u002Fyes-its-going-to-be-a-hot-vax-summer.html\"\u003Ehot vax summer’\u003C\u002Fa\u003E, some dating-app users have also adopted a not-so-subtle note in their bios that they're “vaXXXed”. This racy prediction for the summer is so widely held that \u003Ca href=\"https:\u002F\u002Fwww.buzzfeednews.com\u002Farticle\u002Fjuliareinstein\u002Fcovid-sex-summer-sti-std\"\u003Esome experts are even worried in a possible STI spike\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EBut, amid all of this hype, is a summer of sex actually going to happen? After all, in much of the world, Covid-19 is still running rampant, and during the pandemic, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201203-why-the-pandemic-is-causing-spikes-in-break-ups-and-divorces\"\u003Esexual desire dropped in both singles and couples\u003C\u002Fa\u003E. The answer may not be a question of people exclusively running towards sexual fulfilment; rather, sex experts say that as more people get vaccinated and lockdowns lift, it's more likely people will re-enter society and seek \u003Cem\u003Eany\u003C\u002Fem\u003E kind of deep bond – not just sexual ones.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe sexy-summer narrative\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EMany are touting the coming months as a kind of \u003Ca href=\"https:\u002F\u002Fwww.wired.com\u002Fstory\u002Fthe-spit-swapping-roaring-20s-post-pandemic-summer-terrifies-me\u002F\"\u003Esecond incarnation of the 'Roaring Twenties'\u003C\u002Fa\u003E: a reference to the hedonistic period of party-filled excess that followed the last global pandemic, the 1918 Spanish flu. And indeed, signs are pointing toward a summer of passion.\u003C\u002Fp\u003E\n\u003Cp\u003EFor instance, a \u003Ca href=\"https:\u002F\u002Fwww.businessinsider.com\u002Famerica-is-getting-horny-and-brands-want-to-cash-in-2021-3\"\u003E\"deluge of horny adverts\"\u003C\u002Fa\u003E has begun to crop up, in which companies are using images of unbridled lust to pitch products, and frame the coming months as a season of sex. Dutch fashion brand Suitsupply promised “the new normal is coming”, with pictures of shimmering nude bodies tangled up with each other; similarly, Italy's Diesel ran a campaign of couples kissing passionately.\u003C\u002Fp\u003E\n\u003Cp\u003EBut adverts aren’t the only indication: consumer behaviour is signalling a Roaring Twenties-esque summer, too. In the US, \u003Ca href=\"https:\u002F\u002Fwww.cnn.com\u002F2021\u002F04\u002F30\u002Fbusiness\u002Fcondoms-durex-trojan-sex\u002Findex.html\"\u003Econdom sales surged 23%\u003C\u002Fa\u003E in April, compared to the same period in 2020. Condom maker Durex \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fbusiness-56914003\"\u003Esays it saw double-digit boosts\u003C\u002Fa\u003E in sales in April, too, and attributes the spikes to restrictions lifting (the company says the same happened last summer when there was a period of eased social distancing).\u003C\u002Fp\u003E\n\u003Cp\u003ESome sex psychologists do say that it is indeed possible that rates of sex – especially casual sex – might go up this summer. One of the main reasons may be surprising: our collective trauma.\u003C\u002Fp\u003E\n\u003Cp\u003E“When we're faced with our own mortality, we have a tendency to be riskier… we want to make the most of our lives,\" says Ashley Thompson, associate professor of psychology at the University of Minnesota, US, who specialises in human sexuality and behaviour. This is part of a concept she’s researched called “terror management theory”, which holds that death anxiety controls human behaviour. “That may lead to more casual sexual behaviour, to sort of combat those negative feelings of one’s own mortality.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EAn unlikely scenario?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EStill, Thompson and other experts who study sex think that, despite some signals, the prediction of a large-scale, free-wheeling summer might be overblown.\u003C\u002Fp\u003E\n\u003Cp\u003E“There is no doubt that there are people who are probably hesitant to jump back into bed,” she says. Even where sex isn't concerned, \u003Ca href=\"https:\u002F\u002Fadaa.org\u002Fwebinar\u002Fconsumer\u002Fhow-overcome-covid-re-entry-anxiety\"\u003ECovid-19 “re-entry anxiety”\u003C\u002Fa\u003E has people fearful about what is and isn't totally safe, and stressed about \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fnewsbeat-56323453\"\u003Ebeing thrust back into social situations\u003C\u002Fa\u003E after we've been isolated for so long. A survey from the American Psychological Association from March showed that half of all Americans \u003Ca href=\"https:\u002F\u002Fwww.apa.org\u002Fnews\u002Fpress\u002Freleases\u002Fstress\u002F2021\u002Fone-year-pandemic-stress-conclusion\"\u003Efelt anxious about engaging\u003C\u002Fa\u003E in \u003Cem\u003Eany\u003C\u002Fem\u003E kind of in-person interaction.\u003C\u002Fp\u003E\n\u003Cp\u003EJustin Garcia, executive director of Indiana University's Kinsey Institute, the world's largest sex-research organisation, is also sceptical. Instead, he believes the most likely outcome is that \"we’re going to see a return to baseline of pre-pandemic life, and it’s not going to be this summer of debauchery”. In April, a \u003Ca href=\"https:\u002F\u002Fblogs.iu.edu\u002Fkinseyinstitute\u002F2021\u002F04\u002F21\u002Fnew-study-on-post-pandemic-sex\u002F\"\u003Enew Kinsey survey showed\u003C\u002Fa\u003E that of 2,000 Americans, more than half said they were uninterested in one-night stands, and 64% were less interested in having more than one sex partner at a time, compared to before the pandemic.\u003C\u002Fp\u003E\n\u003Cp\u003ESo, despite the prevailing narrative of hedonism, Garcia thinks it’s unlikely that people will rush headfirst back into partying. “There is a lot of grief and a lot of trauma,” he says. “There is still a lot of collective stress and anxiety to sort out in our social lives.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210525-are-we-heading-towards-a-summer-of-sex-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","imageAlignment":"centre","imageOrientation":"landscape","pullQuote":"There is a lot of grief and a lot of trauma. There is still a lot of collective stress and anxiety to sort out in our social lives – Justin Garcia","id":"worklife\u002Farticle\u002F20210525-are-we-heading-towards-a-summer-of-sex-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAcademics also agree that pandemic-induced social anxiety could be a factor. Viren Swami, a professor of social psychology at Anglia Ruskin University, UK, who studies sexuality, recently wrote about how a “summer of love” \u003Ca href=\"https:\u002F\u002Ftheconversation.com\u002Fdating-after-lockdown-why-you-shouldnt-expect-a-summer-of-love-160953\"\u003Eis unlikely\u003C\u002Fa\u003E, not least because many of us will \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210218-why-we-may-have-to-re-learn-to-socialise\"\u003Estill feel anxious about even being around other people in the same room\u003C\u002Fa\u003E, let alone the same bed. \u003C\u002Fp\u003E\n\u003Cp\u003EHe says that although this summer might involve a lot of people seeking out safe sexual connections – like “putting up this syringe [emoji] on your Tinder profile” to show you've been vaccinated – it might be a summer more about people \"re-evaluating how and why we form relationships with other people”. That’s because after a year of hardship and mental-health strain, we’ll crave emotional connections with others, whether it's platonic or romantic – “almost like a ‘just in case’ – in case we have to go through this again”, he says.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd, anyway, the comparisons between summer 2021 and the Roaring Twenties may be off altogether. Popular wisdom is that in the aftermath of the similar emotional stresses people experienced during the 1918 Spanish flu, people flung themselves into work, spending – and each other. But there's no data to back up the idea that sexual activity spiked after the health crisis, so there’s no reason to think it would be the case this time.\u003C\u002Fp\u003E\n\u003Cp\u003E“We weren't studying sex until the mid-1900s,” and even then, it was still a taboo topic to be researching, says Thompson. “When you think of these momentous events that could have impacted our sexual behaviour, we just didn't have the funding, the tools or the resources to be studying it at the time.”\u003C\u002Fp\u003E\n\u003Cp\u003EPlus, a century ago, most people were not living a Great Gatsby-style life of decadent debauchery. They had other things on their minds than partying. “For the majority of the population, it was a time of poverty, it was a time of hardship,” says Swami. “It was a time of post-war building. It wasn't just people having fun and drinking and having sex.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe real takeaway\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAs countries with highly vaccinated populations start to re-enter something looking like pre-pandemic life and intimacy, the experts say that we shouldn’t be focusing on a sex-soaked summer that may not even happen. Instead of talking about sexual activity in the short term, we should be talking more about how the pandemic has affected how we build relationships in the long term.\u003C\u002Fp\u003E\n\u003Cp\u003E“I think people are going to invest more into people,” says Garcia. He thinks summer 2021 shouldn’t be thought of as the summer of sex, but as the “summer of sociality” – humans’ needs to be social and bond with one another.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210525-are-we-heading-towards-a-summer-of-sex-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210525-are-we-heading-towards-a-summer-of-sex-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThere are already indicators that a shift toward sociality may be the case – even in unlikely places. For instance, traditionally sex-forward dating apps, such as Tinder and Hinge, added video-dating during the pandemic. While the addition was part of a survival strategy to keep people on the apps amid social distancing, video dating ended up becoming a medium to “get to know someone more before getting together”, says Thompson. “I don't think that's going to go away.”\u003C\u002Fp\u003E\n\u003Cp\u003ESo, instead of jumping to gratify sexual frustration, experts say this desire to connect before meeting up and possibly having a sexual encounter is an indicator that this summer will instead be marked by a reaction to prolonged loneliness. And addressing that loneliness by building meaningful relationships will be key to helping ourselves nurture our mental health, which took a massive hit during the pandemic.\u003C\u002Fp\u003E\n\u003Cp\u003EIt’s impossible to know what people will do individually. Some actually \u003Cem\u003Emay\u003C\u002Fem\u003E find themselves in their own summer of sex. But for most vaccinated individuals, it’s more likely they’ll simply come out of more than a year of restrictions with a new-found appreciation for deep, meaningful relationships. Ultimately, the coming months will likely mark a period of connection more than anything.\u003C\u002Fp\u003E\n\u003Cp\u003E“I think people are looking for someone to hang out with on a porch for a few hours,” says Garcia. “The human animal is craving human emotional connection. And I think that doesn't necessarily mean just sex.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210525-are-we-heading-towards-a-summer-of-sex-4"}],"collection":null,"disableAdverts":false,"displayDate":"2021-05-27T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Are we heading towards a summer of sex?","headlineShort":"Will this be the summer of sex?","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Now that vaccines are rolling out, some are trumpeting plans to make up for a year of isolation. So, is a hedonistic summer in the offing? Not so fast, say experts.","summaryShort":"People are buzzing about a summer of casual encounters – so will it happen?","tag":[],"textToSpeech":false,"creationDateTime":"2021-05-26T19:54:15.509617Z","entity":"article","guid":"701f6fb5-1386-426c-81b2-28d340a7d57c","id":"worklife\u002Farticle\u002F20210525-are-we-heading-towards-a-summer-of-sex","modifiedDateTime":"2021-09-02T05:23:51.421352Z","project":"worklife","slug":"20210525-are-we-heading-towards-a-summer-of-sex","cacheLastUpdated":1634675381413},"worklife\u002Farticle\u002F20210218-why-we-may-have-to-re-learn-to-socialise":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210218-why-we-may-have-to-re-learn-to-socialise","_id":"61535ff345ceed4b1e219456","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"With socialising at a near halt during the pandemic, our social muscles have atrophied. We may have to re-train ourselves to be with others again – but how?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAs host of the podcast Dear Prudence, Daniel M Lavery mostly dishes out advice from his base in New York. But he occasionally reveals his own anxieties as well, as on a recent episode when responding to a lonely graduate student who was apprehensive about social contact during the Covid-19 pandemic. \u003Ca href=\"https:\u002F\u002Fwww.stitcher.com\u002Fshow\u002Fdear-prudence\u002Fepisode\u002Fmoving-for-mom-81506400\"\u003ELavery found this relatable\u003C\u002Fa\u003E:\u003C\u002Fp\u003E\n\u003Cblockquote\u003E\n\u003Cp\u003E It's really, really hard to think about being around people again. One of the things that’s struck me as I think about the possibility of someday again being in like a crowded room with other people without a mask on is, like, I have spent a very long time longing desperately for such a day, and I also sometimes now catch myself having this sort of like panicked response… I don’t want to be afraid of that, that’s the thing I want. And yet, I also have this, you know there’s a part of me that now reacts in a way that I did not used to, which is terror.\u003C\u002Fp\u003E\n\u003C\u002Fblockquote\u003E\n\u003Cp\u003ELots of us are in the same boat. We’ve been forced to be asocial, at least in physical terms, for a year now. As a result, many are finding that any in-person social interaction is awkward – it feels like we have to re-learn how to sit in a room with another human. Even dreaming has been \u003Ca href=\"https:\u002F\u002Fwww.scientificamerican.com\u002Farticle\u002Fthe-covid-19-pandemic-is-changing-our-dreams\u002F\"\u003Etransformed in unprecedented ways\u003C\u002Fa\u003E, with a trend of nightmares about social distancing.\u003C\u002Fp\u003E\n\u003Cp\u003ESo, when things open up again, is there going to be a learning curve to feeling ‘normal’? Have our social muscles atrophied in some way, and do we have to ‘retrain’ them?\u003C\u002Fp\u003E\n\u003Cp\u003EFortunately, these muscles are fairly resilient, and accounts from places that have been less affected by Covid-19 suggest that it doesn’t take long to return to some version of a social normal. Still, some hiccups are to be expected along the way, so it will help to be prepared for them.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EYour brain in isolation\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIt’s not surprising many of us might be feeling socially ‘rusty’. We’ve all, to varying extents, experienced loneliness and social isolation during the pandemic, two things that can be linked to cognitive decline in specific ways.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210218-why-we-may-have-to-re-learn-to-socialise-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"elbow bump","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210218-why-we-may-have-to-re-learn-to-socialise-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EFor instance, people with smaller and less complex social networks \u003Ca href=\"https:\u002F\u002Fwww.nature.com\u002Fnews\u002F2010\u002F101226\u002Ffull\u002Fnews.2010.699.html\"\u003Etend to have a smaller amygdala\u003C\u002Fa\u003E, the brain’s emotion-processing centre. Chronic loneliness can affect levels of hormones associated with stress and social bonding; one effect may be a greater propensity to depression. In general, lonely people tend to be more \u003Ca href=\"https:\u002F\u002Fwww.nature.com\u002Farticles\u002Fs41598-021-81966-2\"\u003Eparanoid\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.sciencedirect.com\u002Fscience\u002Farticle\u002Fabs\u002Fpii\u002FS0272735816303336?via%3Dihub\"\u003Enegative\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EProlonged isolation also affects \u003Ca href=\"https:\u002F\u002Fwww.the-scientist.com\u002Ffeatures\u002Fhow-social-isolation-affects-the-brain-67701\"\u003Ememory and verbal recall\u003C\u002Fa\u003E. Social creatures, humans included, need plenty of interactive stimulation to keep their brains in good order. So, if you’re finding more words escaping from the tip of your tongue these days, lockdown may be playing a part. For me, for 90% of the time now, I’m speaking only to my partner, in very familiar conversational patterns. I feel a bit shaky when it’s time to chat with a friend, as if it requires dredging up a once-familiar language. When people are cleared to spend time together again, it may be hard to find the right words.\u003C\u002Fp\u003E\n\u003Cp\u003EOf course, as individual circumstances vary so widely, so too will the transition back into post-pandemic social life. An unemployed, medically vulnerable person who’s spent the entire period living alone may find the next phase more disorientating than a financially secure person living in and working from a big, shared house. Overall, some of the behavioural changes can reverse quickly with a return to more typical social patterns.\u003C\u002Fp\u003E\n\u003Cp\u003EBut Daniela Rivera, a biologist at the Universidad Mayor in Santiago, believes that physical changes in the brain, such as those connected with memory, won’t budge so easily. With shrinkage in some parts of the brain, \u003Ca href=\"https:\u002F\u002Fwww.the-scientist.com\u002Ffeatures\u002Fhow-social-isolation-affects-the-brain-67701\"\u003Ememory function can be impaired\u003C\u002Fa\u003E for years following periods of social isolation – and with it our ability to connect easily with other people.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210218-why-we-may-have-to-re-learn-to-socialise-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"With shrinkage in some parts of the brain, memory function can be impaired for years following periods of social isolation","id":"worklife\u002Farticle\u002F20210218-why-we-may-have-to-re-learn-to-socialise-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIt’s not just how our brains may have changed, however. Overall, psychologists are seeing \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2020\u002F11\u002F12\u002Fsmarter-living\u002Fcovid-social-anxiety.html\"\u003Emore adults report stress over social interactions\u003C\u002Fa\u003E, ranging from not knowing how to bookend interactions without a handshake or a hug, to running out of things to talk about. But certain groups are particular sources of worry.\u003C\u002Fp\u003E\n\u003Cp\u003EThe situation is especially thorny for people with social-anxiety disorder. “Maintaining the progress is really important – because once you are not around people, as we haven’t been for almost a year now, it’s very easy to slip back into old patterns,” reflects Marla Genova, a former psychology researcher who coaches people with social and speaking anxiety.\u003C\u002Fp\u003E\n\u003Cp\u003EThere are also concerns about schoolchildren who have \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpmc\u002Farticles\u002FPMC7467008\u002F\"\u003Efallen out of sync socially\u003C\u002Fa\u003E during the start-stop uncertainty of lockdowns. “At this age, the brain is still developing and refining neuronal connectivity; thus it is a critical phase to develop social abilities that will define their interactions with peers,” explains Rivera. She worries the prolonged isolation could lead some to develop social phobia. Elderly people, meanwhile, are more likely to be living alone, and may be less comfortable with technological devices to preserve social contact.\u003C\u002Fp\u003E\n\u003Cp\u003ERivera predicts that changes that could emerge in some vulnerable people during the re-socialising period could include hyperactivity, intolerance, irritability and anxiety, among others.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EHow to ease back in\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EProtracted lockdowns and different cultures will make for varied experiences as regions emerge from lockdown. But some commonalities and lessons are emerging.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210218-why-we-may-have-to-re-learn-to-socialise-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"masked brunch","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210218-why-we-may-have-to-re-learn-to-socialise-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EPhysical contact, a previously taken-for-granted aspect of being around other people, is likely to feel odd for a while. For Andre Robles, who manages a travel company in Quito, Ecuador, where some reopening has taken place as \u003Ca href=\"https:\u002F\u002Fwww.worldometers.info\u002Fcoronavirus\u002Fcountry\u002Fecuador\u002F\"\u003Ecases rumble on\u003C\u002Fa\u003E, “It is a bit weird to see a society that was very warm to be a bit distant in greetings. An elbow bump has become the new hello sign.” Other people are finding it awkward to ease back into hugs.\u003C\u002Fp\u003E\n\u003Cp\u003EThe element that has required some calibration for Melanie Musson, an insurance specialist who lives in the US state of Montana, is figuring out everyone’s different attitudes toward risk. \u003Ca href=\"https:\u002F\u002Fmontana.maps.arcgis.com\u002Fapps\u002FMapSeries\u002Findex.html?appid=7c34f3412536439491adcc2103421d4b\"\u003ECases are now slowly declining\u003C\u002Fa\u003E in the state, which has been \u003Ca href=\"https:\u002F\u002Fwww.thenation.com\u002Farticle\u002Fsociety\u002Fmontana-covid-pandemic\u002F\"\u003Ebitterly divided\u003C\u002Fa\u003E over mask-wearing. “Things do feel strange when I run into people who are Covid-conscious,” Musson explains. “Since I mainly surround myself with people who aren’t, I live in a bubble of normalcy. There are many people around who disagree with that and who aren’t comfortable with that, though. My bubble gets popped when I realise that a lot of people haven’t returned to normal.”\u003C\u002Fp\u003E\n\u003Cp\u003EIn fact, masked socialising is helping things feel more normal in Singapore, says Roger Ho, a psychologist at the National University of Singapore: “Life is as usual with ‘mask on’.” Previous experiences of mask-wearing, such as during the Sars epidemic, and high adherence to government mask mandates have helped. Ho suggests that more public education in places where there is resistance to masks could help socialising this way feel less strange.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210218-why-we-may-have-to-re-learn-to-socialise-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"One of the few bright sides of the protracted process of vaccine rollout is that “that slowness of this process is going to aid in readjustment” – Richard Slatcher","id":"worklife\u002Farticle\u002F20210218-why-we-may-have-to-re-learn-to-socialise-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOne way to reduce both judgement about hangouts and nervousness about crowds is to restrict your social circle, and many people are reporting doing just that. The writer behind the French culture blog Matilda Marseillaise, who lives in Adelaide, Australia, considers, “It’s probably not been a year in which you would introduce some of your friends to other friends that they don’t know. So that’s a part of the sensitivity and awkwardness around Covid. Not wanting to make the friends circle too wide.”\u003C\u002Fp\u003E\n\u003Cp\u003EIndeed, a number of people have mentioned being more selective about who they choose to socialise with, as a matter of both physical and psychological comfort. The research of Richard Slatcher, a psychologist at the University of Georgia, and his colleagues suggests the massive loss of casual social contact has been partially offset by the increased strength of \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002Ffull\u002F10.1177\u002F0020764020966631\"\u003Eimmediate family bonds\u003C\u002Fa\u003E and close friendships, which people generally value more. Part of the social readjustment may be about learning how to reallocate time and energy away from family and back to friends, colleagues and acquaintances, without losing the closeness built up with loved ones.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EReadjust, slowly\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThroughout the process, it’s important to be patient and kind with ourselves. As the US National Social Anxiety Center \u003Ca href=\"https:\u002F\u002Fnationalsocialanxietycenter.com\u002F2020\u002F09\u002F09\u002Fsocial-anxiety-during-the-pandemic-blessing-or-curse\u002F\"\u003Ehas advised\u003C\u002Fa\u003E, “keep in mind that every single one of us is now socially awkward to a certain extent”.\u003C\u002Fp\u003E\n\u003Cp\u003EThere doesn’t need to be a rush to cast off the awkwardness, either. One of the few bright sides of the protracted process of vaccine rollout is that “that slowness of this process is going to aid in readjustment”, says Slatcher. He emphasises our resilience, adding, “Some of the stresses to come, like entertaining guests in one’s home again, will be enjoyable stress.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210218-why-we-may-have-to-re-learn-to-socialise-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"new years wuhan china 2021","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210218-why-we-may-have-to-re-learn-to-socialise-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAnd for those who think they may have a tougher time reintegrating into society, treatment for social-anxiety disorder can provide some insights. This frequently involves exposure therapy, or gradual exposure to uncomfortable situations in order to build up more tolerance for them. Despite social-distancing rules, there are \u003Ca href=\"https:\u002F\u002Fnationalsocialanxietycenter.com\u002F2020\u002F04\u002F27\u002Fhow-to-practice-exposure-therapy-for-social-anxiety-in-the-midst-of-a-quarantine\u002F\"\u003Estill ways to get in that exposure\u003C\u002Fa\u003E, such as exchanging comments on social media or sharing opinions to practise assertiveness.\u003C\u002Fp\u003E\n\u003Cp\u003EAvoidance of social situations can just \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpmc\u002Farticles\u002FPMC7467010\u002F\"\u003Ebreed more avoidance\u003C\u002Fa\u003E. So social-anxiety coach Genova encourages people to have no more than a couple of days of isolation in a row, where possible. Biologist Rivera, meanwhile, recommends “different types of environmental enrichment” to moderate the stress of isolation. This could include physical activity like bicycling, social activity like virtual coffee catchups, cognitive activity like brain-training games as well as emotional activity like therapy.\u003C\u002Fp\u003E\n\u003Cp\u003EFinally, even if we have to steel ourselves these days to pick up the phone, awkwardly mime a hug or work out whether we’re comfortable when a friend suggests meeting up, it may help to remember the social resilience on display in pockets around the world. The instantly iconic photos of a \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fnews\u002Fworld-asia-china-53816511\"\u003Eswimming pool full of revellers in Wuhan, China\u003C\u002Fa\u003E, where the pandemic began, exemplify how the world will eventually be able to circle back socially.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210218-why-we-may-have-to-re-learn-to-socialise-10"}],"collection":null,"disableAdverts":false,"displayDate":"2021-02-23T13:03:17Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why we may have to re-learn to socialise","headlineShort":"Why we may need to relearn to socialise","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":[],"relatedStories":[],"relatedTag":null,"summaryLong":"With socialising at a near halt during the pandemic, our social muscles have atrophied. We may have to re-train ourselves to be with others again – but how?","summaryShort":"As we return to seeing our family and friends, we may struggle to adjust","tag":[],"textToSpeech":false,"creationDateTime":"2021-02-22T20:59:59.798179Z","entity":"article","guid":"1865f466-e3c6-4748-8bef-9442e67e3459","id":"worklife\u002Farticle\u002F20210218-why-we-may-have-to-re-learn-to-socialise","modifiedDateTime":"2021-09-02T05:19:07.235235Z","project":"worklife","slug":"20210218-why-we-may-have-to-re-learn-to-socialise","cacheLastUpdated":1634675381413},"worklife\u002Farticle\u002F20210608-how-to-train-your-personality-to-re-enter-the-world":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210608-how-to-train-your-personality-to-re-enter-the-world","_id":"6153625b45ceed37ed3aeb78","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"The pandemic has kept us from our workplaces, and changed our personalities as a result. As we dive back in, we can take steps to empower ourselves back to normal.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EMaybe you've been asked to chair Monday morning's team meeting – actually in person in a physical office – and you're feeling an uncharacteristic flutter of nerves in your stomach. What's more, you're going to have to set an alarm to make the 0700 train into the city. You're tossing and turning in bed the night before, fretting about the early start.\u003C\u002Fp\u003E\n\u003Cp\u003EIf you're wondering what's happened to you, you're not alone. The last months have forced many of us into reclusive lifestyles with unstructured schedules. You might feel profoundly changed by the pandemic, and wonder how on earth you're going to adapt to life in the office again.\u003C\u002Fp\u003E\n\u003Cp\u003EBut you can.\u003C\u002Fp\u003E\n\u003Cp\u003EYou can think of your personality traits – such as your boldness, friendliness and ambition – as akin to your set of inbuilt strategies for coping with life as well as relating to other people. For much of the last century, the received wisdom in psychology was that these traits are fixed early in life: American psychologist and philosopher William James \u003Ca href=\"https:\u002F\u002Fwww.google.co.uk\u002Fbooks\u002Fedition\u002FThe_Principles_of_Psychology\u002FLusgKkvz9rwC\"\u003Efamously pegged the solidifying moment\u003C\u002Fa\u003E at age 30.\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, the perspective of most personality experts today is very different. Humans are by nature highly adaptable. We're always learning and changing, and this applies to our traits. A range of new findings, including many longitudinal studies that have tracked the same people through their lives, show that although personality is relatively stable, it is to an extent malleable, even in later life.\u003C\u002Fp\u003E\n\u003Cp\u003EThis has major implications for how we think about the personal impact of the Covid-19 pandemic, and how we might best prepare ourselves for re-entry after months of on-off lockdowns. Thankfully, you can now exploit the malleability of personality to get yourself into the optimal psychological shape for re-entry into the world of work.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EBroad patterns of change\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhile our genes lay the foundations for our particular personality – programming our ‘factory settings' – that is not the whole story; life events, social roles and relationships can and do shape us, too. And, for many people, few life events have been as radical or tumultuous as the pandemic. We won't have been changed in a uniform way. There hasn't been a shift to a single ‘lockdown personality', because the pandemic has been different for everyone.\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, for many of us, there will have been some broad patterns of change that will pose distinct challenges as restrictions ease.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210608-how-to-train-your-personality-to-re-enter-the-world-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"By working to restore or even enhance your conscientiousness, you'll be better placed to meet your deadlines, organise your workflow and excel in your duties","id":"worklife\u002Farticle\u002F20210608-how-to-train-your-personality-to-re-enter-the-world-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EFor instance, if, like most people, you've been \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210218-why-we-may-have-to-re-learn-to-socialise\"\u003Eunable to socialise much\u003C\u002Fa\u003E, especially in person, and you've spent a good deal of time alone, then it's likely that you will have experienced a significant decline in trait extroversion. Over time, you might have come to feel less energetic and sociable. Challenges that used to feel like a breeze might now seem daunting. Studies have shown that loneliness can trigger reduced extroversion, and prompt a series of psychological changes that then can further exacerbate the situation, such as a heightened fear of slights and rejection.\u003C\u002Fp\u003E\n\u003Cp\u003ESimilarly, if you've experienced unemployment during the pandemic, or your employment was suspended for weeks or months at a time, you might well have experienced drops in your trait conscientiousness (your levels of self-discipline and ambition). Research has shown that \u003Ca href=\"https:\u002F\u002Fpsycnet.apa.org\u002Frecord\u002F2015-04970-001\"\u003Eunemployment has this effect because of the loss of structure to our days\u003C\u002Fa\u003E, as well as the loss of work-based reward for diligence, punctuality and effort. This might manifest as a decline in your motivation levels, and a lapse into a less structured lifestyle.\u003C\u002Fp\u003E\n\u003Cp\u003EAs vaccination programmes gather pace, and restrictions hopefully continue to ease in many countries across the globe, economic commentators are predicting that the world won't just return to how it was before the pandemic. Rather, it will rebound with force – the \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fnews\u002Fbusiness-56932023\"\u003Eeconomy\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fnews\u002Fbusiness-57008220\"\u003Ejob opportunities\u003C\u002Fa\u003E are set to rise at a pace not seen for a generation. This could be an exciting time for many people's careers, but it might also feel daunting, especially if the pandemic has shaped you to become more introverted and less conscientious.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ERevitalising extroversion\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThere is nothing inherently wrong with being introverted, of course. But if your chosen career involves socialising, leadership and high energy, then by boosting your extroversion, you will find it easier to mix again in teams, to network and seize opportunities as they arise. \u003C\u002Fp\u003E\n\u003Cp\u003ESimilarly, by working to restore or even enhance your conscientiousness, you'll be better placed to meet your deadlines, organise your workflow and excel in your duties.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210608-how-to-train-your-personality-to-re-enter-the-world-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210608-how-to-train-your-personality-to-re-enter-the-world-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn Be Who You Want, I explain how you can deliberately change your traits both from the inside out and the outside in. For example, as you prepare for re-entry, to boost your trait extroversion from the inside out, you could practise trying to be more optimistic. Strong extroverts are more optimistic than average, and this is what motivates them to seek out reward – they expect things to go well.\u003C\u002Fp\u003E\n\u003Cp\u003EOne of the most empirically supported exercises for boosting optimism is the so-called \u003Ca href=\"https:\u002F\u002Fjournals.plos.org\u002Fplosone\u002Farticle?id=10.1371\u002Fjournal.pone.0222386\"\u003EBest Possible Self Intervention\u003C\u002Fa\u003E. Spend half an hour or so each week imagining yourself in the future, after everything has gone as well as it possibly could. You have worked hard and succeeded at accomplishing all the goals of your life. Repeat this exercise and over time you should find your willingness to engage and take risks increases.\u003C\u002Fp\u003E\n\u003Cp\u003EAt the same time, there are ways to revitalise your extroversion from the outside in – for instance, if you have a romantic partner, friend or friends who bring you out of your shell, plan to spend more time with them if you can. Our close relationships represent \u003Ca href=\"https:\u002F\u002Fpsycnet.apa.org\u002Ffulltext\u002F2017-05125-003.html\"\u003Ean important influence\u003C\u002Fa\u003E on our personality traits. Most importantly, \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002Fabs\u002F10.1111\u002Fj.1467-8721.2009.01657.x\"\u003Edifferent people\u003C\u002Fa\u003E tend to \u003Ca href=\"https:\u002F\u002Fwww.tandfonline.com\u002Fdoi\u002Fabs\u002F10.1080\u002F15298868.2016.1194314\"\u003Ebring out different aspects of our characters\u003C\u002Fa\u003E. By being more strategic about who you spend your time with, you can rediscover the more outgoing side to your character.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EBoosting conscientiousness\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ESimilarly, there are ways to reinstate your trait conscientiousness from the inside out, for example by checking your beliefs about willpower. Do you see it as akin to a fuel that is drained by demand, or as more like a dynamo that generates power with use? Try to practise seeing effort as rewarding and self-sustaining. People who take this view \u003Ca href=\"http:\u002F\u002Fdx.doi.org\u002F10.1111\u002Fjopy.12225\"\u003Etend to be protected from fatigue and distraction\u003C\u002Fa\u003E, showing performance gains the longer they work. \u003C\u002Fp\u003E\n\u003Cp\u003EYou might also tune into the way your emotions could be causing you to be avoidant. Procrastination used to be considered a time-management issue, but psychologists today recognise that it's an emotional problem. Address your fears around a task (don't forget to ask for help if you need it) and then identify the very next step you need to take to progress.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210608-how-to-train-your-personality-to-re-enter-the-world-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Just because the pandemic changed you in ways that are counterproductive for the modern workplace doesn't mean you can't take ameliorative steps to adapt","id":"worklife\u002Farticle\u002F20210608-how-to-train-your-personality-to-re-enter-the-world-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EYou can also work on your conscientiousness from the outside in, by making tweaks to your environment that facilitate your goals; for instance, make a habit of preparing in the evening what you will need for work the next morning, wear headphones in an open-plan office to block out distraction and use apps to set limits to your social-media use. Highly conscientious people don't have more willpower; rather, they're more savvy at avoiding temptation in the first place. As you prepare for re-entry, you can establish supportive habits to help you rediscover the self-discipline you had before the pandemic. Over time, it will become second nature again.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EGood news about progress\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe good news is that simply by recognising how you might have been changed by recent events, you've already taken a crucial first step in preparing for re-entry. So, be honest about the current version of you, and then take heart that change goes both ways: just because the pandemic changed you in ways that are counterproductive for the modern workplace doesn't mean you can't take ameliorative steps to adapt.\u003C\u002Fp\u003E\n\u003Cp\u003ENext, the more specific your plans for personal change, the more likely you are to succeed. Merely wishing for the best is unlikely to be helpful. Lay out a clear plan and then stick to it – persistence is key.\u003C\u002Fp\u003E\n\u003Cp\u003EAlso, recruit the help of others if you can. Tell them what you're trying to achieve; even better, see if they want to join you. Accountability to others will give you a motivational boost, and make the process of personality change much more fun.\u003C\u002Fp\u003E\n\u003Cp\u003EFinally, your manager has a key role to play here, too – if you can, it's worth letting them know that you and other members of your team might have been changed by what everyone's been through. We need our team leaders to be patient: it's going to take us a little time to rediscover our former selves, but we will. And managers – be supportive and communicate clearly what's expected of your team as they re-enter the world of work.\u003C\u002Fp\u003E\n\u003Cp\u003EWe've been through a lot. Let's help each other get back to business. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EChristian Jarrett is author of \u003Ca href=\"https:\u002F\u002Fpsychologywriter.org.uk\u002Fbe-who-you-want\u002F\"\u003EBe Who You Want: Unlocking The Science Of Personality Change\u003C\u002Fa\u003E.\u003C\u002Fem\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210608-how-to-train-your-personality-to-re-enter-the-world-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-06-11T16:45:33Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"How to train your personality to re-enter the world","headlineShort":"How to prepare yourself for re-entry","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"The pandemic has kept us from our workplaces, and changed our personalities as a result. As we dive back in, we can take steps to empower ourselves back to normal.","summaryShort":"The pandemic has changed your personality – here's how to change it back","tag":[],"textToSpeech":false,"creationDateTime":"2021-06-10T20:00:54.668155Z","entity":"article","guid":"99b9fe07-af40-4887-b84a-266540082e8a","id":"worklife\u002Farticle\u002F20210608-how-to-train-your-personality-to-re-enter-the-world","modifiedDateTime":"2021-09-02T05:24:29.525409Z","project":"worklife","slug":"20210608-how-to-train-your-personality-to-re-enter-the-world","cacheLastUpdated":1634675381413},"worklife\u002Farticle\u002F20210623-why-its-ok-to-let-friendships-fade-out":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210623-why-its-ok-to-let-friendships-fade-out","_id":"615362d945ceed3b8c676149","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fbryan-lufkin"],"bodyIntro":"We've fallen out of touch with friends and acquaintances. It may feel awkward, but you don't actually have to rekindle every relationship you once had.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIf you’re vaccinated and heading back into the world, you may realise something: there are a lot of people you haven’t spoken to in a year and a half.\u003C\u002Fp\u003E\n\u003Cp\u003EThen you realise something else: you may want to keep it that way. \u003C\u002Fp\u003E\n\u003Cp\u003EMore of us are starting to pick back up the strands of our pre-pandemic social lives. As we figure out who the first people we want to meet up with are, we’re recognising there are friendships from the ‘before times’ we didn’t keep up during lockdown – and aren’t particularly excited to re-ignite now that we can.  \u003C\u002Fp\u003E\n\u003Cp\u003EShould we feel bad about not caring for these relationships?\u003C\u002Fp\u003E\n\u003Cp\u003EWhile people have known for years that friendships are unquestionably good for your health, experts say it’s only natural for acquaintances and even friends to fall by the wayside as time goes on – and it’s nothing to feel guilty about. If you really do miss someone, you can always reach back out. But if you feel obliged, or like doing so is emotional labour, take that as a sign you can cut that person loose.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EGut check\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E“When there’s a friend that you haven’t kept up with during the pandemic – if you didn’t feel the need to check up on this person, and they weren’t checking in on you – then kind of believe what your gut is telling you,” says Suzanne Degges-White, professor of counselling at Northern Illinois University, US. “Not every friendship is meant to last forever. It goes both ways.”\u003C\u002Fp\u003E\n\u003Cp\u003EShasta Nelson, a San Francisco-based author and speaker who specialises in friendship, agrees “it’s absolutely normal that relationships ebb and flow all throughout life”. It’s impossible to keep up with every single friend you’ve ever had, she says, especially as you add new relationships when your life circumstances change, such as moving cities or changing jobs. These kinds of life experiences change your friendship networks, as you re-prioritise the people you want to spend your time with.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210623-why-its-ok-to-let-friendships-fade-out-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09m9rnp"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210623-why-its-ok-to-let-friendships-fade-out-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe pandemic is a perfect example of how life circumstances re-shuffled our friendship groups. As we had to literally isolate from each other during the last year, Degges-White says this led to forming selective “pandemic pods” – a selective, close group of family and friends who were part of your ‘bubble’, and who also took the same health precautions as you. We’ve had to be choosy about who we let in, and we suddenly couldn’t see all the people from our pre-pandemic lives in person like we could before. \u003C\u002Fp\u003E\n\u003Cp\u003EWe only had so much bandwidth to keep in contact with people outside our pods, which caused us to naturally narrow the friendships we kept going. Keeping up with people outside these pods took extra effort – and while we were busy disinfecting doorknobs and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200304-coronavirus-covid-19-update-why-people-are-stockpiling\"\u003Epanic-buying toilet paper\u003C\u002Fa\u003E, we didn’t have the emotional capacity to reach out to \u003Cem\u003Eeveryone\u003C\u002Fem\u003E with whom we used to interact, both intimately and casually.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd now that we have the opportunity to reach out again, we may find that we didn’t necessarily miss the people we didn’t talk to. All of this can help explain why you might be reluctant to reach out – and, in some cases, hoping that old friends and acquaintances don’t reach out to you, too.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ECurating ‘friendscapes’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAlthough you may feel guilty picking and choosing your circle if it means fading out on friends, it’s not necessarily a bad thing. There’s value in curating that network of friends and acquaintances of your own volition. \u003C\u002Fp\u003E\n\u003Cp\u003EYou’re making what Degges-White calls a “friendscape”: “who’s close by, who do we want to be around and who do we want to surround us?” Your friendscape can change during certain, specific situations during life – going away to university or a summer camp, or being in a certain job – and you often begin curating new friends to fit that current life situation. Not everyone can fit into your current friendscape. That was quite literally the case in the age of lockdowns and social distancing. “In life, as we go through certain stages and ages, our attention shifts and we want to be around people who are like us,” says Degges-White, whether those people are fellow married parents or people away at school with you.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210623-why-its-ok-to-let-friendships-fade-out-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"It’s impossible to keep up with every single friend you’ve ever had, especially as you add new relationships when your life circumstances change","id":"worklife\u002Farticle\u002F20210623-why-its-ok-to-let-friendships-fade-out-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“The pandemic shifted a lot of things,” she says. “It showed us the people who we feel are valuable, and who we think will keep us safe, psychologically and physically.\u003C\u002Fp\u003E\n\u003Cp\u003ESince our friendscapes are ever evolving throughout our lives, it’s natural to drift away from some people as life goes on. It’s also unrealistic to think we can keep in touch with literally everyone – even research \u003Ca href=\"https:\u002F\u002Fnews.ku.edu\u002F2018\u002F03\u002F06\u002Fstudy-reveals-number-hours-it-takes-make-friend\"\u003Eindicates it’s impossible to devote enough time to all your friends and acquaintances\u003C\u002Fa\u003E. “It’s completely legitimate for all of us to make an assessment now of where we want to invest our energy,” says Nelson.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ESaying hello again\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EStill, if you are wondering if you should reach out again to the friends who’ve fallen by the wayside, be thoughtful and strategic about it.\u003C\u002Fp\u003E\n\u003Cp\u003EFirst, listen to your gut, as Degges-White suggests. If you really do miss someone, that’s a sign that the relationship \u003Cem\u003Eis \u003C\u002Fem\u003Eworth investing in.\u003C\u002Fp\u003E\n\u003Cp\u003EA good litmus test to decide whether to reach back out, she says, is ask yourself if six months from now, would you be upset that you and this person weren’t in touch? If you would be, then feel free to contact them. And if you decide not to, but feel guilty, Nelson says acknowledge that, but also realise it might not be “actual guilt, but kind of an awareness, more sadness for acknowledging that this relationship isn’t going to keep deepening”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210623-why-its-ok-to-let-friendships-fade-out-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09m9rk3"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210623-why-its-ok-to-let-friendships-fade-out-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Relationships aren’t all or nothing,” says Nelson. If there’s someone you truly want to reach back out to but feel awkward doing so because it’s been so long, you could say something like: “’Oh my goodness, my head is finally above water. I have thought about you so many times over the past year, and I am so sorry that we lost touch’,” she says. “I just wanted to let you know that you were missed. If you have time, I would love to meet you for that walk we always talk about’ or ‘I can’t wait to get back into the office’.”\u003C\u002Fp\u003E\n\u003Cp\u003E“Just acknowledge it and say, ‘I wish we were able to keep in touch, but we weren’t able to’,” continues Nelson. “I think everybody understands that.”\u003C\u002Fp\u003E\n\u003Cp\u003EAnother situation many people find themselves in \u003Ca href=\"https:\u002F\u002Fwww.wsj.com\u002Farticles\u002Fzoom-reconnects-family-and-friends-in-the-coronavirus-pandemicbut-will-it-last-11595379600\"\u003Eis having reconnected with old friends\u003C\u002Fa\u003E from years ago during the pandemic, like old pals from university. And while that was a gift for many amid the health crisis, you may feel obliged to keep corresponding as often as you did during lockdown, which might feel a bit draining. \u003C\u002Fp\u003E\n\u003Cp\u003E“A lot of my text threads are kind of slowing down on their own,” says Nelson. She’s sent messages to show that while she wants to keep the door open, she wants to be upfront that there isn’t an expectation to keep messages going with the same regularity. “I just said, ‘it’s so cool to see so many of you getting out and doing more stuff on Facebook, and just wanted to say it was so special to journey a little bit closer to you this year, and I’m just wishing you the very best as you re-emerge back into life’. I’m validating and appreciating what was, and naming that, and also stating, ‘best to you going forward’.”\u003C\u002Fp\u003E\n\u003Cp\u003EThe pandemic profoundly changed the way we socialise and how we approach relationships. As we enter a new phase of life, and begin to re-examine many of these relationships, experts say you definitely shouldn’t go around burning bridges, but don’t feel pressured to try and fit everyone back into your life. And try not to feel guilty that the friendship lapsed during the pandemic – experts say we should be easy on ourselves and forgive ourselves and each other, because the last 15 months really have been unprecedented.\u003C\u002Fp\u003E\n\u003Cp\u003E“If there’s a friend who you didn’t speak to at all during the pandemic, and things just totally chilled out – I mean, they got the message,” says Degges-White. “And they were probably sending you a message, too.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210623-why-its-ok-to-let-friendships-fade-out-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-06-24T13:39:19Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why it's OK to let friendships fade out","headlineShort":"Is it OK to ghost on friends?","image":["p09m9rkx"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":["p09m9rnp"],"relatedStories":["worklife\u002Farticle\u002F20210525-are-we-heading-towards-a-summer-of-sex","worklife\u002Farticle\u002F20210218-why-we-may-have-to-re-learn-to-socialise","worklife\u002Farticle\u002F20210608-how-to-train-your-personality-to-re-enter-the-world"],"relatedTag":null,"summaryLong":"We've fallen out of touch with friends and acquaintances. It may feel awkward, but you don't actually have to rekindle every relationship you once had.","summaryShort":"You've lost touch with people during the pandemic. Do you have to reach out?","tag":["tag\u002Fhow-we-live"],"textToSpeech":false,"creationDateTime":"2021-06-24T20:05:13.481364Z","entity":"article","guid":"ac40610b-f3b8-44b6-a9cb-139bfad72550","id":"worklife\u002Farticle\u002F20210623-why-its-ok-to-let-friendships-fade-out","modifiedDateTime":"2021-09-02T05:25:24.555001Z","project":"worklife","slug":"20210623-why-its-ok-to-let-friendships-fade-out","cacheLastUpdated":1634675381412},"worklife\u002Farticle\u002F20210329-should-you-be-grateful-for-a-job":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210329-should-you-be-grateful-for-a-job","_id":"61535fc045ceed378b638ee4","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"It's natural to feel thankful that you're employed, especially when jobs are scarce. But is that gratitude actually a misguided emotion?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIt's become a common refrain: “I’m just grateful to have a job”.\u003C\u002Fp\u003E\n\u003Cp\u003EThe last year has wreaked undeniable havoc on the working world. Globally, the \u003Ca href=\"https:\u002F\u002Fwww.ilo.org\u002Fwcmsp5\u002Fgroups\u002Fpublic\u002F@dgreports\u002F@dcomm\u002Fdocuments\u002Fbriefingnote\u002Fwcms_767028.pdf\"\u003Eworking hours and income lost in 2020\u003C\u002Fa\u003E added up to the equivalent of 255 million full-time jobs. Workplace closures, layoffs and a steep rise in unemployment are enough to make anyone who’s managed to hold onto their job feel some measure of gratitude – or, at least, \u003Cem\u003Epressure \u003C\u002Fem\u003Eto be grateful.\u003C\u002Fp\u003E\n\u003Cp\u003EThat pressure pre-dates the pandemic. One of the most pervasive conversations around jobs is that we should be thankful to be hired, especially when competition for a position is fierce. Candidates are even expected to express the sentiment if they want to be hired in the first place: it’s hard to imagine leaving an interview without saying how much you appreciate being considered, or sending a thank-you email. \u003C\u002Fp\u003E\n\u003Cp\u003EBut it’s possible some of that gratitude is misplaced. Perhaps it’s not quite appropriate to be thankful that an employer is ‘letting you’ work for them. And while gratitude can be objectively good for you – research consistently \u003Ca href=\"https:\u002F\u002Fggsc.berkeley.edu\u002Fimages\u002Fuploads\u002FGGSC-JTF_White_Paper-Gratitude-FINAL.pdf?_ga=2.251719817.1417553388.1616418965-979396278.1615862145\"\u003Eassociates giving thanks with increased happiness\u003C\u002Fa\u003E – it also has a darker side that can make you more willing to put up with a situation that makes you \u003Cem\u003Eun\u003C\u002Fem\u003Ehappy.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EDiffering obligations\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ESome workers may be much more inclined to feel grateful for their jobs than others.\u003C\u002Fp\u003E\n\u003Cp\u003EWorkers who \u003Cem\u003Eexpect\u003C\u002Fem\u003E to be hired or promoted may express less gratitude than those without systemic advantages. This is often the case for white men, who \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210226-failing-up-why-some-climb-the-ladder-despite-mediocrity\"\u003Eexperience more upward mobility\u003C\u002Fa\u003E than other groups, and less bias that prevents them from securing jobs, or getting interviews in the first place. For instance, multiple studies have shown résumés with “white-sounding” names, and those that \u003Ca href=\"http:\u002F\u002Fwww-2.rotman.utoronto.ca\u002Ffacbios\u002Ffile\u002FWhitening%20MS%20R2%20Accepted.pdf\"\u003Edownplay racial cues\u003C\u002Fa\u003E, are significantly more likely to garner a response\u003C\u002Fp\u003E\n\u003Cp\u003EImposter syndrome may also play a part: workers who aren’t confident they deserve their roles may develop feelings of unworthiness, despite being qualified or skilled. \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200724-why-imposter-syndrome-hits-women-and-women-of-colour-harder\"\u003EWomen are particularly vulnerable to imposter syndrome\u003C\u002Fa\u003E, and may find themselves giving outsize thanks for their jobs. And, in recent months, \u003Ca href=\"https:\u002F\u002Fapnews.com\u002Farticle\u002Fap-norc-poll-people-of-color-covid-19-economy-421f0582650c02a42508fb46aa461a7b\"\u003ELatino and black Americans were significantly more likely to be affected by pandemic-related lay-offs\u003C\u002Fa\u003E than white Americans. Those among these groups who have kept their jobs are likely feeling pressure to express gratitude – even if they have to force it, and even if their workplace doesn’t inspire much to be thankful for.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210329-should-you-be-grateful-for-a-job-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"left","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210329-should-you-be-grateful-for-a-job-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAlthough this forced-gratitude problem can happen anywhere, Alex Wood, Centennial Chair in Psychology at the London School of Economics and Political Science, believes Americans particularly feel the obligation. In an individualistic culture like the US, the smallest favours may be taken as a huge boon. Studies show that \u003Ca href=\"https:\u002F\u002Froyalsocietypublishing.org\u002Fdoi\u002F10.1098\u002Frsos.180391\"\u003EAmericans say “thank you” more often than people in other countries\u003C\u002Fa\u003E, and in situations others wouldn’t deem deserving of gratitude – like being employed.\u003C\u002Fp\u003E\n\u003Cp\u003E“In the US, it seems unacceptable to say one isn’t a grateful person,” says Wood. “In the UK, people would laugh and say, ‘what is there to be grateful for?’ It’s a fair day’s pay for a fair day’s work. If you manage to get people feeling grateful, things have maybe gone a bit wrong. It should be an equitable exchange.”\u003C\u002Fp\u003E\n\u003Cp\u003EThe economic effects of the Covid-19 pandemic do alter the equation a bit, concedes Wood. It makes sense that an employer should be thankful for employees working more hours than usual to keep a suffering business afloat, and that employees would feel gratitude for a boss who didn’t let them go when profits fell.\u003C\u002Fp\u003E\n\u003Cp\u003E“If it’s been costly to the employer to employ you,” he says, “then, yes, you’re going to feel grateful.” In that case, the gratitude between employer and employee is warranted, adds Wood. Globally, the pandemic has created that dynamic in some workplaces.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe problem with gratitude\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAlthough some gratitude is genuine and spontaneous, other expressions of thanks – like the kind many workers feel pressured to exhibit right now – aren’t similarly authentic. And this forced, phony gratitude can backfire.\u003C\u002Fp\u003E\n\u003Cp\u003E“If we’re asked to think about a time when we practiced forced gratitude, most of us can come up with one,” says Sarah Greenberg, a California-based psychotherapist and corporate mental-health consultant. “Like when we’re young and don’t want to eat our peas, and our parent says, ‘be grateful you have food!’. Well, we continue to do that to ourselves as adults. That forced gratitude becomes a social norm, and then it becomes our internal voice.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210329-should-you-be-grateful-for-a-job-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"An employee may start to think, “I really hate my boss”, then stifle that feeling by thinking, “but I’m so grateful just to have my job”","id":"worklife\u002Farticle\u002F20210329-should-you-be-grateful-for-a-job-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAs adults, in social situations and at work, we start telling ourselves not to complain, to appreciate what we have. And once we start forcing ourselves to be grateful, we may begin using a tactic Greenberg calls “gratitude bypassing” to avoid other, negative emotions. For instance, she says, an employee may start to think, “I really hate my boss”, then stifle that feeling by thinking, “but I’m so grateful just to have my job”.\u003C\u002Fp\u003E\n\u003Cp\u003ESuppressing or avoiding negative feelings isn’t healthy, says Greenberg. “If you’re calling emotional avoidance ‘gratitude’, you won’t see the positive effects of gratitude, and you will see the negative effects of emotion avoidance.”\u003C\u002Fp\u003E\n\u003Cp\u003EBypassing and avoidance only offer a temporary solution, she explains. Eventually, the negative emotions will catch up with us – and will likely be even more intense when they do. Rather than being annoyed or angry by something a manager said, then moving on, these feelings can build, and turn into resentment. But by masking those feelings, or substituting forced gratitude, we’re also missing out how those feelings can motivate us to improve our situations.\u003C\u002Fp\u003E\n\u003Cp\u003E“Emotions have function,” she says. “So, we don’t want to cut that off.” If you’re telling yourself you feel grateful, when “actually what you’re feeling is stress, fear, complete exhaustion or sadness”, you could be ignoring the emotions that alert you that something is wrong.\u003C\u002Fp\u003E\n\u003Cp\u003EIn other words, if you’re too focused on \u003Cem\u003Ewhy\u003C\u002Fem\u003E you should be grateful for your work, you may not realise that it’s become thankless. It’s a recipe, says Greenberg, for getting stuck in a job long after you should’ve left.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe employer advantage\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EMisplaced gratitude, adds Wood, could lead to mistreatment from employers who know their workers won’t complain or leave, due to job-shortage concerns.\u003C\u002Fp\u003E\n\u003Cp\u003E“I have concerns with gratitude in the present climate,” says Wood. “In the time of Covid, one needs to be extra critical, because it might make us more exploitable. There are going to be many employers who will try to use it as an excuse to pay their workers less, or ‘cut down on expenses’ by having fewer employees doing more work. And if people are feeling grateful for having a job, that might dissuade them from standing up for their rights.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210329-should-you-be-grateful-for-a-job-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210329-should-you-be-grateful-for-a-job-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe pressure to be ‘grateful’ for employment is inherently odd, according to Greenberg. A job, after all, is essentially a service a person performs to help a company make money.\u003C\u002Fp\u003E\n\u003Cp\u003E“I think the old school of thought is, ‘well, I’m giving you a pay check, so you \u003Cem\u003Eowe\u003C\u002Fem\u003E me’. It’s amazing what employers have come to expect in exchange for that pay check,” she says. “We work such long hours. We’re working remotely more than ever before, and as a result people are just working endless hours; we’re always on. That has such \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210319-can-companies-actually-help-workers-stay-happy-and-healthy\"\u003Ea big toll on wellbeing\u003C\u002Fa\u003E and health. Still, we’re getting the message that we’re supposed to feel grateful just to get to keep going to work.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EEmbracing the ‘grey zone’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EGreenburg explains that while it’s OK – and natural – to feel genuinely thankful to be employed, especially right now, the same person is also allowed to have valid complaints about their job.  \u003C\u002Fp\u003E\n\u003Cp\u003E“We have these black-and-white ideas when it comes to emotions,” she says. “We might see it as these two poles: on the one hand is an ingrate curmudgeon. On the other is \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210302-tragic-optimism-the-antidote-to-toxic-positivity\"\u003Etoxic positivity\u003C\u002Fa\u003E. We don’t always know how to be in that grey area, when often it’s fairly simple. It’s really OK to have more than one emotion at the same time. So yes, you’re grateful to have a job, and that can be true. You’re grateful to have security at an insecure time. But you hate your boss, and that’s also true. Between those polarities, there’s a grey zone.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210329-should-you-be-grateful-for-a-job-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"If you’re too focused on why you should be grateful for your work, you may not realise that it’s become thankless","id":"worklife\u002Farticle\u002F20210329-should-you-be-grateful-for-a-job-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThat grey area is a good place for critically examining your gratitude, adds Wood. It’s only appropriate to feel grateful when a person or company is truly acting altruistically. And you can determine that using three basic criteria: “Ask yourself,” says Wood, “are they doing it for me? Is it valuable to me? Is it costly for them?”\u003C\u002Fp\u003E\n\u003Cp\u003EWhen you begin to use this system of appraisal, the list of things you’re truly grateful for may get a bit shorter, but Wood says that by eliminating misplaced gratitude, you’re more likely to feel the powerful benefits of the real thing.\u003C\u002Fp\u003E\n\u003Cp\u003E“Once you get your head around it, it’s a thing you can use practically,” he says. “Gratitude is extremely healthy if you’re correct in the appraisal. ”If your employer really \u003Cem\u003Edoes\u003C\u002Fem\u003E deserve your thanks, it’s likely to make you more content in your job overall. If they don’t, you’re in a better position to assess why not, and take steps to change your situation.\u003C\u002Fp\u003E\n\u003Cp\u003E“When you’re more accurate, you can express your gratitude more authentically,” says Wood, “and that’s the kind that actually makes you happier.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210329-should-you-be-grateful-for-a-job-8"}],"collection":null,"disableAdverts":false,"displayDate":"2021-03-31T18:41:35Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Should you be grateful for a job?","headlineShort":"Why you shouldn't be grateful for a job","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":[],"relatedStories":[],"relatedTag":null,"summaryLong":"It's natural to feel thankful that you're employed, especially when jobs are scarce. But is that gratitude actually a misguided emotion?","summaryShort":"Is it right to be thankful to your employer, even when jobs are scarce?","tag":[],"textToSpeech":false,"creationDateTime":"2021-03-30T20:00:35.900793Z","entity":"article","guid":"124db68f-01a5-4e61-a30a-1c90863068f9","id":"worklife\u002Farticle\u002F20210329-should-you-be-grateful-for-a-job","modifiedDateTime":"2021-09-02T05:21:13.17997Z","project":"worklife","slug":"20210329-should-you-be-grateful-for-a-job","cacheLastUpdated":1634675381414},"worklife\u002Farticle\u002F20210319-can-companies-actually-help-workers-stay-happy-and-healthy":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210319-can-companies-actually-help-workers-stay-happy-and-healthy","_id":"61535fd445ceed4b203ddd67","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"More employers are providing mental-health benefits to employees. But is this what workers want – and can they actually help keep people well?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhen Eliza, 31, first went to work at a large US investment firm six years ago, it was a “’we don’t talk about our feelings at work’ kind of place”, says Eliza, who is withholding her surname for job-security concerns. “It’s money, so it’s all about numbers, numbers, numbers. There was no place for a compassionate work culture. That’s what I felt like I worked in for years.”\u003C\u002Fp\u003E\n\u003Cp\u003EWhile the job came with benefits – gym access, catered lunches, happy hours – “it was never like, ‘oh, we have to actually care for people in their lives’”, she says. But two or three years ago, Eliza noticed things beginning to change. “The company started hosting workshops and classes on how to take care of yourself, improve your sleep hygiene, that kind of thing. They were creating a forum to talk about mental health.”\u003C\u002Fp\u003E\n\u003Cp\u003EThere is a growing expectation, experts say, for companies to take responsibility for supporting employees’ emotional stability. And although a shift towards mental health benefits began before the pandemic, the challenges of the past year have made mental health at work a more pressing concern than ever.\u003C\u002Fp\u003E\n\u003Cp\u003E“Workplace mental health was at an inflection point prior to the pandemic,” says Kelly Greenwood, CEO of Mind Share Partners, a San Francisco-based workplace training firm. “I think because of the pandemic, and the dire need to support people through its challenges, that has accelerated.”\u003C\u002Fp\u003E\n\u003Cp\u003EIn theory, the support is long overdue. But it’s not as straightforward as workers receiving new benefits, then easily finding improved mental health. As these programmes roll out across companies, the reality is that it’s more complicated to address wellness with employees, and that these adjustments may simply be the tip of the iceberg for keeping employees safe, healthy and happy.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210319-can-companies-actually-help-workers-stay-happy-and-healthy-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210319-can-companies-actually-help-workers-stay-happy-and-healthy-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003ENew benefits, old fears?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIn recent years, and across industries, an increasing number of companies have begun adding wellness and mental health care resources to employee benefit packages.\u003C\u002Fp\u003E\n\u003Cp\u003EDuring the pandemic, those offerings have increased exponentially. According to the 2021 Employee Wellness Industry Trends report from Wellable, a company that designs corporate wellness programmes, \u003Ca href=\"https:\u002F\u002Fblog.wellable.co\u002F2021-employee-wellness-industry-trends-report\"\u003E88% of companies in the United States are investing more in mental health\u003C\u002Fa\u003E. More than 80% are spending more on stress-management and resilience resources, and more than half of the companies surveyed are offering new \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210202-how-mindfulness-can-blunt-your-feelings-and-spike-anxiety\"\u003Emindfulness and meditation\u003C\u002Fa\u003E programmes . The report indicates that: “These programmes have been growing in popularity in recent years, and the unique challenges created by COVID-19 have only accelerated the demand. Bereavement, isolation, loss of income, and fear are triggering mental health conditions or exacerbating existing ones. Encouragingly, employers are taking notice.”\u003C\u002Fp\u003E\n\u003Cp\u003EEliza, who’s seen an increase in the number of wellness programmes, classes and workshops at her investment firm, feels “the pandemic forced this urgency, like, we’re literally going to lose people quickly if we don’t do something”, she says. “We’ve seen more policy changes this year than in the last six years that I’ve worked here. They’ve added a ton of benefits. They’ve added childcare benefits, increased leave policies. Parents were saying, ‘it is impossible for me to work from home. The company swiftly answered that with, ‘our benefits have increased: we will cover up to 80% of in-home childcare’.”\u003C\u002Fp\u003E\n\u003Cp\u003EBut, while companies are recognising the need, and increasingly providing benefits like access to wellness apps, telehealth therapy sessions and mindfulness programmes, there’s no guarantee workers will take advantage.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210319-can-companies-actually-help-workers-stay-happy-and-healthy-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Do I want classes on meditation? Yes. But do they move the needle on the stuff that matters, that will actually change the way an employee feels? No – Eliza","id":"worklife\u002Farticle\u002F20210319-can-companies-actually-help-workers-stay-happy-and-healthy-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn many workplaces, a more traditional divide between the personal and professional persists, and lingering stigma keeps many people from even bringing up mental health with their colleagues or bosses. “People are still afraid they won’t get the job or get promoted if they talk about it,” says Barbara Harvey, global lead for inclusion and diversity research at the UK’s Accenture Research. Workers may be concerned that even ostensibly private resources, like virtual access to a therapist, won’t remain totally under wraps if they’re governed by management. And many are uncomfortable engaging authentically in workshops or seminars with their colleagues and bosses listening in.\u003C\u002Fp\u003E\n\u003Cp\u003ELaura, a 32-year-old working at a start-up, who has similarly asked to withhold her surname, agrees. “Leadership thinks what people want is to have the forum to break down or talk,” she says, “but that’s backward. People don’t want to really open up to their colleagues, and if they did, they probably wouldn’t do it at a company workshop.”\u003C\u002Fp\u003E\n\u003Cp\u003ESimply, employees may not want to opt into corporate wellness programmes because these resources are not entirely the right kind of help. “Do I want classes on meditation? Yes. But do they move the needle on the stuff that matters, that will actually change the way an employee feels? No,” says Eliza.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210319-can-companies-actually-help-workers-stay-happy-and-healthy-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"right","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210319-can-companies-actually-help-workers-stay-happy-and-healthy-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EAn environmental adjustment\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EStill, Harvey says any mental health resources are a net positive: “I won’t disparage the apps, or the mindfulness programmes.”\u003C\u002Fp\u003E\n\u003Cp\u003EBut while those are nice extras, she says that what employees really require are measures that address the root causes of their need for mental health help in the first place. It’s well intentioned, but not good enough, says Harvey, for companies to provide resources that are reactive, designed to help someone already in distress. “If you’re not doing that alongside creating a supportive work environment, then you’re not resolving the problem, you’re just putting a plaster on it,” she says. “The two have to go hand-in-hand.”\u003C\u002Fp\u003E\n\u003Cp\u003EThis means instituting proactive policies like flexible hours and schedules as well as investing in relationship building among teams and between managers and employees. These, plus regular assessment of whether there’s balance between job loads and the resources workers have to complete them, all contribute to meaningfully lower levels of stress, anxiety and burnout.\u003C\u002Fp\u003E\n\u003Cp\u003E“We have mental-health days, but everything’s reactive, not proactive. When you offer a mental-health day because you can see someone’s burnt out, but you don’t lighten the workload, it makes the stress worse,” says Laura. “It’s a noble start, but it’s not a lot of putting your money where your mouth is. I think fundamentally that would start with truly lightening the workload.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210319-can-companies-actually-help-workers-stay-happy-and-healthy-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"If you’re not doing that alongside creating a supportive work environment, then you’re not resolving the problem, you’re just putting a plaster on it – Barbara Harvey","id":"worklife\u002Farticle\u002F20210319-can-companies-actually-help-workers-stay-happy-and-healthy-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn a recent study, Harvey’s research team found\u003Ca href=\"https:\u002F\u002Fwww.accenture.com\u002F_acnmedia\u002FPDF-112\u002FAccenture-Its-Not-1-4-Brochure.pdf\"\u003E the six criteria that make a supportive organisation\u003C\u002Fa\u003E, ranging from work-life balance to how safe employees would feel disclosing a mental-health condition to colleagues and leadership. “In supportive organisations, the incidence of mental-health issues dropped by 40%, and workers there felt almost twice as likely to be able to cope with the everyday stresses of work,” she says.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd employers that focus on creating a more supportive overall culture may find their employees more willing to take advantage of the other wellness benefits the company is investing in. In supportive organisations, Harvey’s team found, people found it easier to talk about mental health, and were more likely to know where to go for help and advice.\u003C\u002Fp\u003E\n\u003Cp\u003EUltimately, although some workers are grateful for the extra corporate support with wellness benefits, many experts and workers alike feel there’s an extra step necessary: structural change. So, what actually may make the biggest impact is building work cultures that aren’t just \u003Cem\u003Enot bad\u003C\u002Fem\u003E for mental health, but that actively promote and contribute to wellbeing.\u003C\u002Fp\u003E\n\u003Cp\u003E“In the most supportive workplaces,” says Harvey, “individuals were four times more likely to say, ‘work is good for my mental health’. So much of what work offers is good for our mental state. It gives us a sense of purpose, camaraderie, connection, a feeling we’re achieving something. If you can manage the stress, and you’re given the resources you need, you get these places that are actually really good for you.”\u003C\u002Fp\u003E\n\u003Cp\u003EEliza agrees that resources are nice, but change is really the answer. “All you have to do is ask your employees what they need. And they’ll say, ‘I need to work less hours. I need to be compensated enough to pay for childcare and groceries and to meet my needs. I need more resources at work to do my job. I need to feel safe when I need time off. I need to not be afraid that I’ll fall behind’.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210319-can-companies-actually-help-workers-stay-happy-and-healthy-8"}],"collection":[],"disableAdverts":false,"displayDate":"2021-03-24T12:08:41Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Can companies actually help workers stay happy and healthy?","headlineShort":"Can companies help workers stay happy?","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":[],"relatedStories":[],"relatedTag":null,"summaryLong":"More employers are providing mental-health benefits to employees. But is this what workers want – and can they actually help keep people well?","summaryShort":"Many employers think they give employees good resources – but it's not so simple","tag":[],"textToSpeech":false,"creationDateTime":"2021-03-23T20:58:50.739502Z","entity":"article","guid":"d053b979-1177-4456-bd95-2a7de86eb49c","id":"worklife\u002Farticle\u002F20210319-can-companies-actually-help-workers-stay-happy-and-healthy","modifiedDateTime":"2021-09-02T05:20:37.631221Z","project":"worklife","slug":"20210319-can-companies-actually-help-workers-stay-happy-and-healthy","cacheLastUpdated":1634675381414},"worklife\u002Farticle\u002F20210617-why-career-breaks-hit-your-confidence-so-hard":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210617-why-career-breaks-hit-your-confidence-so-hard","_id":"6153615845ceed6f47794393","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Time off from work – of any length – can shake your faith in your capability. Here's why you feel unsteady, and what you can do about it.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhen Shelly Nelson-Shore got pregnant with her first child in 2019, she and her husband came up with a plan. Nelson-Shore would take three months of parental leave from her non-profit fundraising job, then their son would go to day care and Nelson-Shore would go back to work full time.\u003C\u002Fp\u003E\n\u003Cp\u003E“I went on parental leave at the end of December 2019,” says Nelson-Shore, 30. “I was slated to come back at the end of March 2020. So, what happened was 100% the opposite of that plan.”\u003C\u002Fp\u003E\n\u003Cp\u003EAlthough she went ‘back’ to work, her Manhattan office was shuttered and had already transitioned to remote work. She found herself on Slack and Zoom, trying to form connections with team members hired in her absence. In addition, she didn’t have any childcare available; Nelson-Shore and her husband live in a suburb near New York City – at the time, a Covid-19 hotspot – which meant that all facilities had closed. She was sleep deprived from caring for “a baby who would only sleep when he was actively being held”, while trying to do her full-time job, which had changed radically since she’d gone on maternity leave. \u003C\u002Fp\u003E\n\u003Cp\u003EAfter this 12-week gap from her job, Nelson-Shore’s confidence in her work had been shattered. And it showed. She was failing to live up to her manager’s expectations. Eventually, she was let go.\u003C\u002Fp\u003E\n\u003Cp\u003EUnder almost any circumstance, going back to work after a period away is hard. It can mean returning to new faces, policies and technologies, and it’s easy to feel like you’ve fallen hopelessly behind. That’s true whether it’s a short break, like Nelson-Shore’s three-month parental leave, or a span of a few years.\u003C\u002Fp\u003E\n\u003Cp\u003EMore than \u003Ca href=\"https:\u002F\u002Fnewscentre.vodafone.co.uk\u002Fapp\u002Fuploads\u002F2021\u002F05\u002FLost-Connections-2021-180521-Pages-Web-1-1.pdf\"\u003Ea third of all people returning to the workplace experience a dip in confidence\u003C\u002Fa\u003E, according to a new report from Vodafone UK. And a loss of confidence is nearly twice as prevalent in women, who are also generally much more likely to take career breaks, since childcare responsibilities tend to fall to them.\u003C\u002Fp\u003E\n\u003Cp\u003EIt’s an especially relevant issue now, as millions of global workers who were displaced by the pandemic – some of them for the better part of a year – look to return. This, too, has a disproportionate gender component. In the United States, the women’s labour force participation rate \u003Ca href=\"https:\u002F\u002Fnwlc.org\u002Fresources\u002Fjanuary-jobs-day-2021\u002F\"\u003Ehas dropped\u003C\u002Fa\u003E to just 57%; the lowest it’s been since 1988.\u003C\u002Fp\u003E\n\u003Cp\u003EMany of those who left will be wanting to get back in, but it’ll mean wrestling with insecurity.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210617-why-career-breaks-hit-your-confidence-so-hard-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210617-why-career-breaks-hit-your-confidence-so-hard-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EWhy stepping away can shake you\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIt makes sense that time away – of any length – could deal a blow to your confidence, says Mary Shapiro, a professor of practise at Simmons University School of Business in Boston.\u003C\u002Fp\u003E\n\u003Cp\u003E“You’re out of practise, or at least feel like you are,” she says. “If you’ve been out a long time, a couple years or whatever, the industry has actually moved on. Take five years out, and maybe you’re coming back to an industry with new instruments, new laws, new ways of doing things. It’s appropriate not to go in feeling like, ‘I know everything, and I can pick up where I left off’.”\u003C\u002Fp\u003E\n\u003Cp\u003ENot being able to easily jump back in, especially to a position in which you once felt very capable, can quickly make you question your abilities.\u003C\u002Fp\u003E\n\u003Cp\u003EVarious factors feed into this loss of confidence. For instance, the Vodaphone report indicates some returners are concerned about “technological change and the fact that former contemporaries or younger colleagues may have been promoted”. “Technology moves on so quickly. I think that frightens people,” says Lisa Unwin, a partner at London-based hiring consultancy Inclusivity, and co-author of She’s Back: Your Guide to Returning to Work.\u003C\u002Fp\u003E\n\u003Cp\u003E“I think part of it is you just get left out,” continues Unwin. “When you’re working, your \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210409-why-we-define-ourselves-by-our-jobs\"\u003Eidentity is very much tied up with your job\u003C\u002Fa\u003E, and that gives us a lot of self-esteem. If you take that away and you are ‘just’ a stay-at-home mom, for instance, that isn’t valued economically by society, and you haven’t got the self-esteem that comes with a job title.”\u003C\u002Fp\u003E\n\u003Cp\u003EAnd when you do come back, it can be tough to reclaim that old identity, and feel like you belong. When Nelson-Shore was preparing to return to work three months after giving birth, she was struggling with her confidence even before she added a full-time job back to her plate. “I was managing a lot of this sense that I wasn’t doing a good job, that I wasn’t parenting well enough,” she says. “Very quickly, that pattern of thinking began to translate over to work.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210617-why-career-breaks-hit-your-confidence-so-hard-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"It’s appropriate not to go in feeling like, ‘I know everything, and I can pick up where I left off’ – Mary Shapiro","id":"worklife\u002Farticle\u002F20210617-why-career-breaks-hit-your-confidence-so-hard-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EDuring a break, other factors outside work, such as new home pressures or new relationships, can shape a new identity. That means it isn’t always seamless to snap back into the confident relationship with your job you held before, since who you are as a person may have changed. Even though she’d been extremely successful in the role before her leave, Nelson-Shore says she felt inefficient and sometimes almost incompetent – even when she was getting the work done.\u003C\u002Fp\u003E\n\u003Cp\u003EFor people of all genders, a lack of contact with the workplace can make you forget what you can achieve; you start to doubt yourself and forget past successes. The more recent struggles and failures are what stand out instead. But being reminded – or reminding yourself – of your capabilities can help.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EHow to get your groove back\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EBeing let go was tough for Nelson-Shore, but after “taking some time to wallow”, she started to look back at her career before the break. Slowly, her confidence began to rebuild. Looking at old files reminded her she’d brought in more than $200,000 in just the few months before her leave.\u003C\u002Fp\u003E\n\u003Cp\u003E“In the mental-health world, we talk a lot about fact-checking negative thoughts,” she says. “My thought was, ‘I’m not good at my job, I’m not as skilled at this as I think I am’. But the data says no, your direct contributions are valuable. Then it’s like… ‘OK, actually, I think the quality of my work does stand on its own’.”\u003C\u002Fp\u003E\n\u003Cp\u003ENelson-Shore painstakingly reconstructed her confidence, and eventually launched her own, now successful, consultancy. But “it was work”, she says. “It wasn’t like, ‘oh, I’m going to look at this old spreadsheet and then I’ll feel good’. It was \u003Cem\u003Ework.\u003C\u002Fem\u003E I had to show up and dig in and get my hands dirty.”\u003C\u002Fp\u003E\n\u003Cp\u003EBut Nelson-Shore’s tactic of revisiting past wins is something Unwin suggests anyone struggling with confidence should try. “It may mean going back to people you used to work with,” she says. “Reconnect with people who knew you in a previous life, who remember you as a professional person. Chatting with them about what working with you is like can remind you of that version of yourself.” \u003C\u002Fp\u003E\n\u003Cp\u003EConnecting with former colleagues can be helpful in other ways, too, adds Unwin, especially if you’re trying to find a route back into the business. “If they stayed in work, they’re probably more senior now in the sort of place you might go back to work,” she says. “They can make introductions, open doors, give you advice.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210617-why-career-breaks-hit-your-confidence-so-hard-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210617-why-career-breaks-hit-your-confidence-so-hard-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EShapiro also recommends looking to the past, but not just your past at work. “Look back at the gap,” she says. “What were some of the challenges you faced that had nothing to do with work? What skills allowed you to deal with them? Those are skills you may need when you’re back in that workplace.”\u003C\u002Fp\u003E\n\u003Cp\u003EIdentifying them can give you a confidence boost. For instance, those who took time off to raise kids may realise their time management skills have seriously improved. People who took time off to travel may come back better problem-solvers, and workers who were simply laid off – perhaps because of the pandemic – may find they’re now more resilient.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EHow companies can help\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIt’s in a company’s best interest to foster a confident workforce. This means that many are making it easier for returners to get back into the office, and supporting them once they’re there.\u003C\u002Fp\u003E\n\u003Cp\u003E“They can actively look at their recruitment processes and find where there are steps that discriminate against anyone who’s not had a linear career,” says Unwin. “If the CV is being screened by young recruiters who are rewarded by how quickly they can fill a job, they’ll never look twice at someone without a linear CV.”\u003C\u002Fp\u003E\n\u003Cp\u003EAdjusting job listings themselves can help as workforce ranks grow post-pandemic. Confidence issues can keep people – especially women – \u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2014\u002F08\u002Fwhy-women-dont-apply-for-jobs-unless-theyre-100-qualified?trk=BU-pros-ebook-2019-genderreport\"\u003Efrom even applying to open jobs\u003C\u002Fa\u003E, if they think there will be other, more qualified applicants, or fear they might waste an interviewer’s time. “One of the things organisations can do is be thoughtful around how crazy these job descriptions are. Women have a tendency not to apply to a job that lists 50 criteria when they only meet, say, 30,” explains Shapiro.\u003C\u002Fp\u003E\n\u003Cp\u003EShe points to a major pharmaceutical company she consulted for. “We decided to reduce the number of requirements for job listings, and divide them into absolute necessities, and nice-to-haves. The increase in women applicants and women who got the job was amazing.”\u003C\u002Fp\u003E\n\u003Cp\u003EAnd returners who might be worried about a prospective employer judging them for the break itself shouldn’t let that impact their confidence. Another benefit to the pandemic-driven work shakeup, says Shapiro, is that gaps on a resume are becoming normalised, and are less likely to count against a job seeker.\u003C\u002Fp\u003E\n\u003Cp\u003E“A gap on a resume no longer carries the suspicion it did as recently as a year or so ago,” she says. “Now, many people aren’t even batting an eye. And employers have to shift now: if they’re suspicious of everyone who changed their lives or circumstances during the pandemic, they’ll have a very small labour pool from which to draw.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210617-why-career-breaks-hit-your-confidence-so-hard-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-06-23T21:06:53Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why career breaks hit your confidence so hard","headlineShort":"Why CV gaps crush your confidence","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Time off from work – of any length – can shake your faith in your capability. Here's why you feel unsteady, and what you can do about it.","summaryShort":"Why time off from work – of any length – can shake your faith in your capability","tag":[],"textToSpeech":false,"creationDateTime":"2021-06-22T19:54:22.789276Z","entity":"article","guid":"79453d36-f51b-4a62-86d9-d3829134937f","id":"worklife\u002Farticle\u002F20210617-why-career-breaks-hit-your-confidence-so-hard","modifiedDateTime":"2021-09-02T05:25:05.150343Z","project":"worklife","slug":"20210617-why-career-breaks-hit-your-confidence-so-hard","cacheLastUpdated":1634675381414},"worklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit","_id":"615361df45ceed2f99159f6f","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fkate-morgan"],"bodyIntro":"Since the pandemic, employees are leaving the workforce or switching jobs in droves. For many, employers have played a big part in why they're walking away.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhen the pandemic began, Melissa Villareal was teaching history to middle schoolers at a private school in a wealthy California neighborhood. It was a job and a field she loved. Now, just over a year later, she’s left teaching entirely, to work in industrial design at a large beauty company.\u003C\u002Fp\u003E\n\u003Cp\u003EPeople like Villareal are leaving their jobs – or thinking about it – in droves. A Microsoft survey of more than 30,000 global workers showed that \u003Ca href=\"https:\u002F\u002Fwww.microsoft.com\u002Fen-us\u002Fworklab\u002Fwork-trend-index\"\u003E41% of workers were considering quitting or changing professions\u003C\u002Fa\u003E this year, and a study from HR software company Personio of workers in the UK and Ireland showed \u003Ca href=\"https:\u002F\u002Fhr.personio.de\u002Fhubfs\u002FEN_Downloads\u002F202104_HRStudy_UKI.pdf\"\u003E38% of those surveyed planned to quit in the next six months to a year\u003C\u002Fa\u003E. In the US alone, \u003Ca href=\"https:\u002F\u002Fwww.bls.gov\u002Fnews.release\u002Fjolts.nr0.htm\"\u003EApril saw more than four million people quit their jobs\u003C\u002Fa\u003E, according to a summary from the Department of Labor – the biggest spike on record.\u003C\u002Fp\u003E\n\u003Cp\u003EThere are a number of reasons people are seeking a change, in what some economists have dubbed the ‘Great Resignation’. For some workers, the pandemic precipitated a shift in priorities, encouraging them to pursue a ‘dream job’, or transition to being a stay-at-home parent. But for many, many others, the decision to leave came as a result of the way their employer treated them during the pandemic. \u003C\u002Fp\u003E\n\u003Cp\u003EThat was the case for Villareal, who found herself back in the classroom after only a short closure. (In the US, private schools, governed by different rules, were able to return to in-person learning much sooner than public schools.) Villareal was uncomfortable about her safety, and saw her stress and workload spike when she was juggling both in-person and remote learners concurrently. She felt her concerns weren’t being addressed, or even heard.\u003C\u002Fp\u003E\n\u003Cp\u003EUltimately, Villareal decided she’d rather quit and start over in a totally new industry than remain in a job where she felt she was being under-valued and unheard. It was a tough choice, she says, because “there’s guilt as a teacher. You don’t want to leave the students”. Still, Villareal continues, “it became so clear that this isn’t about my health, the health of the kids or the mental wellbeing of anybody. It’s a business and it’s about money. The pandemic ripped that veil from my eyes.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09mvsrb"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EA predictable response\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EForemost, workers are taking decisions to leave based on how their employers treated them – or didn’t treat them – during the pandemic. Ultimately, workers stayed at companies that offered support, and darted from those that didn’t.\u003C\u002Fp\u003E\n\u003Cp\u003EWorkers who, pre-pandemic, may already been teetering on the edge of quitting companies with existing poor company culture saw themselves pushed to a breaking point. That’s because, as evidenced by a recent Stanford study, many of these \u003Ca href=\"https:\u002F\u002Fprivpapers.ssrn.com\u002Fsol3\u002Fpapers.cfm?abstract_id=3829751\"\u003Ecompanies with bad environments doubled-down\u003C\u002Fa\u003E on decisions that didn’t support workers, such as layoffs (while, conversely, companies that had good culture tended to treat employees well). This drove out already disgruntled workers who survived the layoffs, but could plainly see they were working in unsupportive environments.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd although workers have always cared about the environments in which they work, the pandemic added an entirely new dimension: an increased willingness to act, says Alison Omens, chief strategy officer of JUST Capital, the research firm that collected much of the data for the study.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E“\u003C\u002Fstrong\u003EOur data over the years has always shown that the thing people care about most is how companies treat their employees,” says Omens. That’s measured by multiple metrics, she adds, including wages, benefits and security, opportunities for advancement, safety and commitment to equity.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"The early days of the pandemic reminded us that people are not machines – Alison Omens","id":"worklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn the wake of the pandemic, “the intensity has increased in terms of that expectation; people are expecting more from companies. The early days of the pandemic reminded us that people are not machines”, says Omens. “If you’re worried about your kids, about your health, financial insecurity and covering your bills, and all the things that come with being human, you’re less likely to be productive. And we were \u003Cem\u003Eall \u003C\u002Fem\u003Eworried about those things.”\u003C\u002Fp\u003E\n\u003Cp\u003EWorkers expected their employers to make moves to help alleviate, or at least acknowledge, those concerns – and companies that failed to do so have suffered. The Personio study also showed that more than half of the respondents who were planning to quit wanted to do so because of a reduction in benefits, a worsening work-life balance or a \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210330-why-toxic-workplace-cultures-follow-you-home\"\u003Etoxic workplace culture\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003E“For almost everyone,” says Ross Seychell, chief people officer at Personio, “the pandemic put an acute focus on… how has this company I’ve given a lot to handled me or my health or happiness during this time?” Seychell says many workers considering that question are finding a lack of satisfying answers. “I’m hearing it a lot: ‘I’m going to go somewhere I’m valued’.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EAn across-the-board exodus\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe mass departure is happening at all levels of work, and is especially evident in service and retail jobs.\u003C\u002Fp\u003E\n\u003Cp\u003E“Many of the stories have tended to focus on white collar jobs, but the biggest trends are really around traditionally low-wage roles and essential workers,” says Omens. “That’s a really interesting element of this.”\u003C\u002Fp\u003E\n\u003Cp\u003EIn fact, the American retail sector has seen more recent resignations than any other industry. Just fewer than \u003Ca href=\"https:\u002F\u002Fwww.washingtonpost.com\u002Fbusiness\u002F2021\u002F06\u002F21\u002Fretail-workers-quitting-jobs\u002F\"\u003E650,000 retail workers\u003C\u002Fa\u003E quit in the month of April alone, according to data from the Labor Department. \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09mvsf7"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThroughout the pandemic, \u003Ca href=\"https:\u002F\u002Fwww.thelancet.com\u002Fjournals\u002Flancet\u002Farticle\u002FPIIS0140-6736(20)31200-9\u002Ffulltext\"\u003Eessential workers\u003C\u002Fa\u003E – often in lower paid positions – have borne the brunt of employers’ decisions. Many were working longer hours on smaller staffs, in positions that required interaction with the public with little to no safety measures put in place by the company and, at least in the US, no guarantee of paid sick leave. It quickly burnt workers out.\u003C\u002Fp\u003E\n\u003Cp\u003ENow, major retailers are scrambling to fill open positions, and finding it difficult to get enough new, willing workers in the door. Companies including Target and Best Buy have raised wages, while McDonald’s and Amazon are offering hiring bonuses ranging from $200 to $1,000. Still, a survey by executive search firm Korn Ferry found that \u003Ca href=\"https:\u002F\u002Fwww.kornferry.com\u002Fabout-us\u002Fpress\u002Fkorn-ferry-retail-survey-finds-a-very-slow-movement-to-include-dei-incentive\"\u003E94% of retailers are having trouble filling empty roles\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EPart of the problem, says Omens, is that while financial incentives are a start, a major shift in priorities means it’s not just about the money. Many retail and service workers are departing in favour of entry-level positions elsewhere – in warehouses or offices, for instance – that actually pay less, but offer more benefits, upward mobility and compassion. With employers across the board looking for new hires, many have found it’s easy to find another job and make the transition.\u003C\u002Fp\u003E\n\u003Cp\u003E“We ask people would they take a pay cut to work for a company that aligns with their values,” she adds, “and across the board, people say yes.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA lasting change?\u003C\u002Fstrong\u003E\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ECould this Great Resignation bring about meaningful, long-term change to workplace culture and the way companies invest in their employees?\u003C\u002Fp\u003E\n\u003Cp\u003EOmens believes the answer is yes. The change was happening before the pandemic, she says, with a “real increase in what people are looking for in terms of their expectations of CEOs and companies”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Just fewer than 650,000 American retail workers quit in the month of April alone","id":"worklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAnd the pandemic shifted that existing feeling into overdrive – even in the first few weeks. In late March 2020, billionaire entrepreneur and investor Mark Cuban appeared on a CNBC special titled Markets in Turmoil, and \u003Ca href=\"https:\u002F\u002Fwww.cnbc.com\u002F2020\u002F03\u002F25\u002Fcoronavirus-mark-cuban-warns-against-rushing-employees-back-to-work.html\"\u003Ewarned companies not to force employees back to work too soon\u003C\u002Fa\u003E. “How companies respond to that very question is going to define their brand for decades,” he said. “If you rushed in and somebody got sick, you were that company. If you didn’t take care of your employees or stakeholders and put them first, you were that company.” For many employees, cautioned Cuban, “that’s going to be unforgiveable”.\u003C\u002Fp\u003E\n\u003Cp\u003ENow, says Seychell, that’s proving true. For both people inside companies as well as those just entering the job market, how a company treated its people over the last year and a half will determine the course of the future.\u003C\u002Fp\u003E\n\u003Cp\u003EIt’s become compulsory for companies to make serious investments in their employees’ wages, opportunities, and overall wellbeing, if they weren’t doing so already, says Seychell, if for no other reason than it’s simply good for business.\u003C\u002Fp\u003E\n\u003Cp\u003E“When there’s a lot of people moving, that costs companies in terms of turnover and lost productivity,” he says. “It takes six to nine months to onboard someone to be fully effective. Companies that lose a lot of their workforce are going to struggle with this over the next 12 to 16 months, and maybe much longer. Companies that don’t invest in their people will fall behind.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit-8"}],"collection":null,"disableAdverts":false,"displayDate":"2021-07-01T20:48:15Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The Great Resignation: How employers drove workers to quit","headlineShort":"Why so many people are quitting jobs","image":["p09mvsnh"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210329-should-you-be-grateful-for-a-job","worklife\u002Farticle\u002F20210319-can-companies-actually-help-workers-stay-happy-and-healthy","worklife\u002Farticle\u002F20210617-why-career-breaks-hit-your-confidence-so-hard"],"relatedTag":null,"summaryLong":"Since the pandemic, employees are leaving the workforce or switching jobs in droves. For many, employers have played a big part in why they're walking away.","summaryShort":"One of the major driving factors behind the 'Great Resignation'","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2021-06-30T20:00:11.011323Z","entity":"article","guid":"9261dcef-0af1-4d48-9f45-e96a3dad6e0c","id":"worklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit","modifiedDateTime":"2021-09-02T05:25:33.275441Z","project":"worklife","slug":"20210629-the-great-resignation-how-employers-drove-workers-to-quit","cacheLastUpdated":1634675381413},"worklife\u002Farticle\u002F20201113-the-corporate-ideals-driving-secret-parenting":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20201113-the-corporate-ideals-driving-secret-parenting","_id":"6153604f45ceed72e957a03e","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Many parents downplay caring responsibilities at work to show commitment. Covid-19 has exposed the challenges that parents face – but will it change anything?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cem\u003E\u003Cstrong\u003EAs we head into 2021, Worklife is running our best, most insightful and most essential stories from 2020. Read our full list of the year’s top stories \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Ftags\u002Fbest-of-worklife-2020\"\u003Ehere\u003C\u002Fa\u003E.\u003C\u002Fstrong\u003E\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ESix months after my daughter was born, I was back in the office, bleary eyed but eager to prove myself in a new position. A few weeks later, when I needed a few days off because of chickenpox at her day-care, I dreaded having to tell my team. Despite supportive colleagues, I felt intense pressure to act like nothing had changed. \u003C\u002Fp\u003E\n\u003Cp\u003EBefore, the job had always come first, something that had been key to getting ahead. Back at work as a mother, I was stressed because I couldn’t control my time, worried I now seemed more unreliable and anxious about the next time this might happen. I barely mentioned my daughter in the office; I would never have included an anecdote like this in my writing at that time. \u003C\u002Fp\u003E\n\u003Cp\u003EThree years on, I realise it’s important to do so because this stress isn’t unique to me. Many people face the same pressure, because living up to workplace ideals is often not compatible with caring responsibilities, children or otherwise. This harms caregivers, who are statistically more likely to be women. Many of us respond by downplaying these responsibilities or convincing colleagues we can do just as much overtime as before, because we know that if we don’t, we risk falling victim to the numerous biases that hold mothers back. \u003C\u002Fp\u003E\n\u003Cp\u003EWelcome to the world of “secret parenting”. Economist Emily Oster coined this relatable phrase \u003Ca href=\"https:\u002F\u002Fwww.theatlantic.com\u002Fideas\u002Farchive\u002F2019\u002F05\u002Fnormalize-parenthood-workplace-dont-hide-it\u002F589822\u002F\"\u003Ein a 2019 article\u003C\u002Fa\u003E in which she urged parents to “come clean” about the nature of their lives. And while the pandemic – and our abrupt shift to home working – has forced many of our hands, it’s not clear whether unveiling the responsibilities we have outside the office will bring meaningful change.   \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EGender perceptions and workplace culture\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ESecret parenting can start as early as pregnancy. Research shows that \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F249667888_Gender_Shows_First-Time_Mothers_and_Embodied_Selves\"\u003Esome women hide their pregnancies\u003C\u002Fa\u003E, especially in roles in which they feel they have to compete with men and don’t want to reveal anything that might “get in the way” of work. Working women often feel the need to go “above and beyond” normal standards during pregnancy, \u003Ca href=\"https:\u002F\u002Fonlinelibrary.wiley.com\u002Fdoi\u002Fabs\u002F10.1111\u002Fj.1468-0432.2009.00485.x\"\u003Eanother study showed\u003C\u002Fa\u003E, as well as hide any sickness for fear of appearing unreliable.   \u003C\u002Fp\u003E\n\u003Cp\u003EIt continues after birth. \u003Ca href=\"https:\u002F\u002Fwww.sciencedirect.com\u002Fscience\u002Farticle\u002Fabs\u002Fpii\u002FS0277953607001487\"\u003EWomen report wanting to hide their breastfeeding\u003C\u002Fa\u003E at work because it is taboo, and doing so is such an obvious gendered difference that highlights their new status as mothers. There are \u003Ca href=\"https:\u002F\u002Fwww.mother.ly\u002Fwork\u002Fwhy-are-women-expected-to-work-like-they-dont-have-children-and-mother-like-they-dont-work\"\u003Eplenty of anecdotes\u003C\u002Fa\u003E about women feeling forced to prove they can still work overtime and offering to work even when their children are ill as well as those who purposely don’t share photos of their children \u003Ca href=\"https:\u002F\u002Fwww.emerald.com\u002Finsight\u002Fcontent\u002Fdoi\u002F10.1108\u002FIJGE-07-2017-0032\u002Ffull\u002Fhtml\"\u003Eor talk about them at all\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20201113-the-corporate-ideals-driving-secret-parenting-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"The evidence tells us that motherhood is one of the major sources of weakness in career trajectories - Shireen Kanji","id":"worklife\u002Farticle\u002F20201113-the-corporate-ideals-driving-secret-parenting-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThat women feel the need to behave this way is no surprise. Mothers have long been seen as \u003Ca href=\"https:\u002F\u002Fwww.pewresearch.org\u002Ffact-tank\u002F2019\u002F09\u002F12\u002Fdespite-challenges-at-home-and-work-most-working-moms-and-dads-say-being-employed-is-whats-best-for-them\u002F\"\u003Eless committed\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2004\u002F10\u002Fthe-maternal-wall\"\u003Eless competent\u003C\u002Fa\u003E in a work environment. They are passed over for promotions \u003Ca href=\"https:\u002F\u002Fwww.hrmagazine.co.uk\u002Farticle-details\u002Ffathers-twice-as-likely-to-be-promoted-as-mothers\"\u003Ewith greater frequency than fathers\u003C\u002Fa\u003E, and are \u003Ca href=\"https:\u002F\u002Fwww.aauw.org\u002Fissues\u002Fequity\u002Fmotherhood\u002F\"\u003Eless likely to be hired than non-mothers\u003C\u002Fa\u003E. When flexibility is available, \u003Ca href=\"https:\u002F\u002Fspssi.onlinelibrary.wiley.com\u002Fdoi\u002Fabs\u002F10.1111\u002Fjosi.12012\"\u003Ethose who use it face bias\u003C\u002Fa\u003E and are \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002F10.1177\u002F0018726714557336\"\u003Emore likely to be pigeon-holed\u003C\u002Fa\u003E into roles with less responsibility. We know the gender pay gap \u003Ca href=\"https:\u002F\u002Fwww.economist.com\u002Fgraphic-detail\u002F2019\u002F01\u002F28\u002Fhow-big-is-the-wage-penalty-for-mothers\"\u003Ewidens after childbirth\u003C\u002Fa\u003E; wages of working mothers \u003Ca href=\"http:\u002F\u002Fww.w.jthomasniu.org\u002Fclass\u002F781\u002FAssigs\u002Fbudig-wage.pdf\"\u003Edrop for each child a woman has\u003C\u002Fa\u003E. “The evidence tells us that motherhood is one of the major sources of weakness in career trajectories,” says Shireen Kanji, professor of work and organisation at Brunel University London. \u003C\u002Fp\u003E\n\u003Cp\u003EOf course, some women change jobs or leave the workforce because of these pressures. When Kanji interviewed women who had left high-profile careers, many gave examples of secret parenting, including taking sick days to avoid telling colleagues their children were ill. Women needing time off to care for children served as a “particularly unwelcome reminder that employees care about their children and by implication not enough about the organisation”, her \u003Ca href=\"https:\u002F\u002Fonlinelibrary.wiley.com\u002Fdoi\u002Fabs\u002F10.1111\u002Fgwao.12011\"\u003E2013 study\u003C\u002Fa\u003E showed. One respondent was told to ask family to watch her child, rather than take a day off. Another, a freelancer working in TV, was told never to mention her children, and felt that doing so affected how much work she got.  \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201113-the-corporate-ideals-driving-secret-parenting-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"File image of people working late in a big-city office","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20201113-the-corporate-ideals-driving-secret-parenting-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThis is because, as sociologists have long pointed out, \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002F10.1177\u002F089124390004002002\"\u003Eworkplaces are structured around men rather than women,\u003C\u002Fa\u003E and still have an ingrained image of the “ideal worker”; an employee who always puts work first. “Anything that signals otherwise diminishes you in the eyes of your employers,” says Daniel Carlson of the University of Utah. “This notion that women are going to be distracted is presumed... The whole notion of secret parenting stems from the desire to hide this to save one’s career.” \u003C\u002Fp\u003E\n\u003Cp\u003EThis structural issue is in some ways a legacy of beliefs still prevalent in individualistic countries like the US that good fathers provide for the family and good mothers stay at home.  Surveys show \u003Ca href=\"https:\u002F\u002Fwww.pewsocialtrends.org\u002F2009\u002F10\u002F01\u002Fthe-harried-life-of-the-working-mother\u002F#public-views-on-the-changing-role-of-women\"\u003Ethese social attitudes still exist\u003C\u002Fa\u003E: both women and men \u003Ca href=\"https:\u002F\u002Fwww.pewresearch.org\u002Ffact-tank\u002F2019\u002F09\u002F12\u002Fdespite-challenges-at-home-and-work-most-working-moms-and-dads-say-being-employed-is-whats-best-for-them\u002F\"\u003Ereport that working makes it more difficult to be a good parent\u003C\u002Fa\u003E. Only a third of respondents in the same Pew Research Center survey thought that working full time was best for mothers, while 21% agreed that women with very young children shouldn’t work for pay at all.  \u003C\u002Fp\u003E\n\u003Cp\u003EThen there’s the enduring stereotype that women are more capable in the domestic sphere, men in the office, which despite being dispelled by research still has a significant impact on how we frame paid work and family life. “It’s understandable that women feel this relentless work\u002Ffamily conflict because we’re asking the impossible. Women have entered the paid labour force, but we have not seen the changes in men at home to pick up more of the domestic work,” says sociologist Caitlyn Collins of Washington University in St Louis.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201113-the-corporate-ideals-driving-secret-parenting-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Once caregiving duties are identified and made salient, they are seen as less devoted to the job - Elizabeth Hirsh","id":"worklife\u002Farticle\u002F20201113-the-corporate-ideals-driving-secret-parenting-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThese gendered perceptions still heavily influence workplace culture; historic legal cases are as illuminating as they are sobering. \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002Fabs\u002F10.1177\u002F0891243220946335#.X1KdB6yVkh0\"\u003EIn her 2020 analysis of carer discrimination in Canada over 30 years\u003C\u002Fa\u003E, researcher Elizabeth Hirsh at the University of British Columbia found that while cases in general were on the rise, they played out differently for men and women. Because pregnancy made it harder for women to hide the fact that they were mothers, the workplace disputes they experienced – over job assignments or contract terminations – were often based on presumptions about their commitment. “Once caregiving duties are identified and made salient, they are seen as less devoted to the job,” says Hirsh. Men, however, didn’t have their fatherhood exposed by pregnancy, and generally gave reasons other than parenting to explain requests for flexibility – something that had unexpected consequences in court. Men found it harder than women to win against employers because they had mentioned their caring responsibilities less; they had been caring ‘in secret’ even more than women. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘Normalising care work’\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ERight now, as many of us work from home amid Covid-19, parenting is more visible than it’s ever been. The pandemic has blurred lines between family and work, causing unprecedented stress to parents who have been forced to combine jobs and childcare. The juggle has been obvious, with children popping up on work video calls, meetings being rescheduled around them and parents promising speedy work responses – once the kids are in bed. Yet although the pandemic has gone a long way toward normalising something previously hidden, the associated biases against mothers have not gone away.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201113-the-corporate-ideals-driving-secret-parenting-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"File image of a mother working from home with her child","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20201113-the-corporate-ideals-driving-secret-parenting-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn fact, childcare being more evident could simply \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women\"\u003Ereinforce negative attitudes\u003C\u002Fa\u003E toward caring responsibilities. The strain of working while parenting could make judgement and discrimination more likely; in the US, the Center for WorkLife Law has found \u003Ca href=\"https:\u002F\u002Fwww.uchastings.edu\u002F2020\u002F06\u002F11\u002Fworklife-caregiver-legislation\u002F\"\u003Ediscrimination against caregivers has been increasing\u003C\u002Fa\u003E. There have also been \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2020\u002F09\u002F05\u002Ftechnology\u002Fparents-time-off-backlash.html\"\u003Ereports of resentment\u003C\u002Fa\u003E from workers who don’t have children about perceived special favours for parents. And while \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Fus-news\u002F2020\u002Fjun\u002F17\u002Fgender-roles-parenting-housework-coronavirus-pandemic\"\u003Ereports suggest\u003C\u002Fa\u003E fathers in some nations are increasing their share of caring work, working mothers have left jobs or reduced their hours in \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200630-how-covid-19-is-changing-womens-lives\"\u003Egreater numbers than fathers\u003C\u002Fa\u003E. Experts are worried that the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women\"\u003Eimpacts on women\u003C\u002Fa\u003E from the crisis could \u003Ca href=\"https:\u002F\u002Fwww.ilo.org\u002Fglobal\u002Fabout-the-ilo\u002Fnewsroom\u002Fnews\u002FWCMS_749398\u002Flang--en\u002Findex.htm\"\u003Eerase years of progress on gender equality.\u003C\u002Fa\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThere is a glimmer of positivity in all this gloom; the pressures that compel parents to downplay caring responsibilities do not happen everywhere. In Sweden, for instance, both parents can take advantage of family-friendly policies without any stigma attached. Collins, who spoke to numerous Swedish mothers for her research, found that family life is openly welcomed as a priority, creating a “culture of support” in which both men and women can be upfront about balancing work and childcare. She cites an intriguing clash of cultures in a case where Swedish employees worked for an Australian firm. When one mother declined a meeting late in the afternoon, her Swedish boss suggested she should hide her reason for doing so, since their Australian CEO would find leaving early for childcare duties unacceptable.\u003C\u002Fp\u003E\n\u003Cp\u003EIn his research, Carlson has found that it is the combination of two factors that could create real change : making caring responsibilities more public, and passing more of the load onto fathers. “The more we normalise care work and other obligations, especially for fathers, [the more] it starts to diminish the penalties to take on those responsibilities, and certainly lowers gaps and discrimination due to sexism,” he says. In certain circles, “working from home has laid bare that so many of us have family obligations, and people are becoming far more understanding of this”.   \u003C\u002Fp\u003E\n\u003Cp\u003EPerhaps that means that one day I will stop disguising the fact that I’m dialling into a video call from outside in the rain because I’m hoping my daughter will take a nap instead of interrupting the meeting. And maybe we will stop cringing each time a company highlights that paid time off will probably largely benefit parents – inadvertently signalling that they cannot put in as much dedicated time as everyone else. Supportive policies are important, but even where leave is available, fathers in particular \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2020\u002F04\u002F17\u002Fparenting\u002Fpaternity-leave.html\"\u003Eoften don’t take it for fear of being stigmatised.\u003C\u002Fa\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EUntil policies recognise this, bosses set examples and work cultures change their perception of the “ideal worker”, aspects of parenting will likely remain secretive, even if children keep interrupting video calls. We shrug it off and agree that yes, they’re quite cute, masking the stress bubbling away under the surface.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EMelissa Hogenboom is the editor of BBC Reel. She is \u003C\u002Fem\u003E\u003Ca href=\"https:\u002F\u002Ftwitter.com\u002Fmelissasuzanneh\"\u003E\u003Cstrong\u003E@melissasuzanneh\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E\u003Cem\u003E on Twitter. Her upcoming book, The Motherhood Complex, is out in May 2021.\u003C\u002Fem\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201113-the-corporate-ideals-driving-secret-parenting-8"}],"collection":[],"disableAdverts":false,"displayDate":"2020-11-23T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The corporate ideals driving ‘secret parenting’","headlineShort":"What's driving 'secret parenting'?","image":[],"imageAlignment":"centre","imageAltText":"File image of the silhouettes of a mother and child","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":[],"summaryLong":"Many parents downplay caring responsibilities at work to show commitment. Covid-19 has exposed the challenges that parents face – but will it change anything?","summaryShort":"Why some people never mention their children at work","tag":[],"textToSpeech":false,"creationDateTime":"2020-11-23T02:50:33.735466Z","entity":"article","guid":"258ec2b1-bf6a-4de8-bf86-a3b53975eed4","id":"worklife\u002Farticle\u002F20201113-the-corporate-ideals-driving-secret-parenting","modifiedDateTime":"2021-09-02T05:14:53.580509Z","project":"worklife","slug":"20201113-the-corporate-ideals-driving-secret-parenting","cacheLastUpdated":1634675381420},"worklife\u002Farticle\u002F20210503-are-men-dominated-offices-the-future-of-the-workplace":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210503-are-men-dominated-offices-the-future-of-the-workplace","_id":"61535fef45ceed396c2e1883","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Workers are heading back into the office, but men and women may not return to their desks equally. This could impact gender equality and advancement, keeping women behind in the workplace.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAs workers trickle back into offices, some will face tough choices about when and how to return to their desks. Although certain familiar faces and routines may reappear – it’s back to bumping into Iain from accounting at the coffee machine – the composition of the workplace could also be significantly altered. With many companies expected to offer employees newly flexible and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200824-why-the-future-of-work-might-be-hybrid\"\u003Ehybrid formats\u003C\u002Fa\u003E, given the option, women and men may make different decisions.\u003C\u002Fp\u003E\n\u003Cp\u003EA recent UK-based poll of 2,300 leaders, managers and employees showed that 69% of mothers want to work from home at least once a week after the pandemic, \u003Ca href=\"https:\u002F\u002Fwww.managers.org.uk\u002Fknowledge-and-insights\u002Farticle\u002Fthe-new-gender-politics-of-return-to-work\u002F\"\u003Eversus just 56% of fathers\u003C\u002Fa\u003E. If more men opt to go back to work in-person while more women choose to work remotely, offices might become increasingly dominated by men.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd although it’s unlikely that office workers will comprise \u003Cem\u003Eonly \u003C\u002Fem\u003Emen, these figures point to a possible scenario in which women truly could occupy relatively few desks. This scenario could intensify gender inequality across the spectrum by reinforcing domestic roles, and stalling women’s earning potential and prospects for career advancement – many of which are \u003Ca href=\"https:\u002F\u002Fnbloom.people.stanford.edu\u002Fsites\u002Fg\u002Ffiles\u002Fsbiybj4746\u002Ff\u002Fwfh.pdf\"\u003Epositively correlated with in-person work\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EWhile there are certainly benefits to giving flexible options to workers who can do their jobs from home, there’s also a risk of widening the long-standing gender gap in housework and caring responsibilities that’s already been \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201118-coronavirus-how-will-it-affect-inequalities-mental-health\"\u003Eexacerbated by Covid-19\u003C\u002Fa\u003E. Understanding the challenges that lie ahead may help mitigate the harmful effects of a post-pandemic gender imbalance at work and home.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA gender gap that’s primed to grow\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhile \u003Ca href=\"https:\u002F\u002Fwww.ilo.org\u002Fwcmsp5\u002Fgroups\u002Fpublic\u002F---dgreports\u002F---dcomm\u002F---publ\u002Fdocuments\u002Fpublication\u002Fwcms_633166.pdf\"\u003Eunpaid household labour\u003C\u002Fa\u003E has always been a \u003Ca href=\"https:\u002F\u002Filostat.ilo.org\u002Fhaving-kids-sets-back-womens-labour-force-participation-more-so-than-getting-married\u002F\"\u003Ebarrier to women advancing at work\u003C\u002Fa\u003E, Covid-19 has aggravated the situation. Recent studies of \u003Ca href=\"https:\u002F\u002Fjournals.plos.org\u002Fplosone\u002Farticle?id=10.1371\u002Fjournal.pone.0247959\"\u003EBritish\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Flink.springer.com\u002Farticle\u002F10.1007\u002Fs11150-020-09534-7\"\u003EAmerican\u003C\u002Fa\u003E households showed that working women have continued to shoulder the lion’s share of childcare and household burdens during the pandemic, and more working mothers than fathers have reduced or adapted their working hours to accommodate childcare.\u003C\u002Fp\u003E\n\u003Cp\u003EYet for many women who work remotely, the situation isn’t as simple as going back to the office as soon as the option arises.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210503-are-men-dominated-offices-the-future-of-the-workplace-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Women may not feel ready to return to the office, where they need to hide [their] stress as a working professional – Seulki “Rachel” Jang","id":"worklife\u002Farticle\u002F20210503-are-men-dominated-offices-the-future-of-the-workplace-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Women may feel responsible for handling family-related matters and being away from home may create a feeling of guilt,” says Seulki “Rachel” Jang, an assistant professor of industrial-organisational psychology at the University of Oklahoma, US, who has studied gender roles at work. “Researchers also found that women experienced more psychological stress during the pandemic as compared to men, so women may not feel ready to return to the office, where they need to hide that stress as a working professional.”\u003C\u002Fp\u003E\n\u003Cp\u003EThe wage gap is also likely to play a major role in keeping women at home. “Among dual-earner couples, a person who makes less money is more likely to take time off and handle urgent family demands than the person who makes more money,” says Jang. “Due to this inequality, women may be more inclined to choose a remote-work option, reduce work hours or even quit a job.”\u003C\u002Fp\u003E\n\u003Cp\u003EMeanwhile, men may be less likely to suspend or alter their careers if they’re the higher earner – or if they feel pressured by societal gender expectations that “men belong at the office and women belong at home”, she adds.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe cost of women working from home\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EGiven women’s disproportionate share of family responsibilities, it makes sense that they’re particularly drawn to the benefits of remote work, such as less time commuting and a more flexible schedule. Yet for all its appeal, working from home also comes with a price tag that’s especially steep for women, who already lag behind men in key career metrics like salary and leadership representation – a discrepancy that’s likely to grow if men outnumber women in the office.\u003C\u002Fp\u003E\n\u003Cp\u003E“Working from home may dilute one’s presence at work and attachment to the workplace by limiting interactions and hindering learning, collaboration and creativity,” say Claudia Hupkau, an assistant professor of economics at CUNEF, Madrid, and Barbara Petrongolo, a professor of economics at the University of Oxford, who have jointly \u003Ca href=\"https:\u002F\u002Fonlinelibrary.wiley.com\u002Fdoi\u002Fpdf\u002F10.1111\u002F1475-5890.12245\"\u003Eresearched\u003C\u002Fa\u003E Covid-19’s impact on gender roles. “Another question is to what extent high-profile jobs will be doable from home.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210503-are-men-dominated-offices-the-future-of-the-workplace-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"men working on project","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210503-are-men-dominated-offices-the-future-of-the-workplace-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EJang echoes these concerns, saying if more men return to the office than women, women’s career prospects will no doubt take a hit. “Men who return to the office are likely to show higher job performance and recognition, more favourable HR decisions like promotions and raises, more social interactions, more influence and power than women who are working from home,” she believes. “These factors can certainly exacerbate gender inequality at work and home.”\u003C\u002Fp\u003E\n\u003Cp\u003EIf more men reap the career benefits of returning to the office, while more women’s careers suffer for working from home, we could see a dynamic play out that bears an eerie resemblance to an established phenomenon known as the “\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Feducation-39566746\"\u003Efatherhood boost and motherhood penalty\u003C\u002Fa\u003E”, says Annelise Thim, manager of women’s empowerment at global sustainable business nonprofit BSR (Business for Social Responsibility), who has researched barriers to women’s economic empowerment.\u003C\u002Fp\u003E\n\u003Cp\u003E“When men become fathers, their salary increases due to gender bias, with employers [viewing] them as more dependable, and fathers may work longer hours after having kids,” explains Thim. “On the flip side, women face a motherhood penalty when they have children, and experience a decrease in their earning potential – one that’s most pronounced for low-income women of colour.”\u003C\u002Fp\u003E\n\u003Cp\u003EIn short, if more men return to the office than women, the negative cycle women have been battling for decades – that had begun to slow in the years before the pandemic – may regain steam. Women could lose hard-won traction in their fight for workforce equality.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EFighting the remote work gender gap\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIn spite of the influx of new challenges the pandemic has unleashed on gender roles at work and home, it’s not all bad news.\u003C\u002Fp\u003E\n\u003Cp\u003EOne benefit of the last year has been the rapid normalisation of remote work, which could ultimately work in women’s favour. “The pandemic has made working from home less stigmatised, thus more men than before are willing to make use of it,” say Hupkau and Petrongolo. The more this happens, the better, as it can make remote work an increasingly gender-neutral realm.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210503-are-men-dominated-offices-the-future-of-the-workplace-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"If more men return to the office than women, the negative cycle women have been battling for decades may regain steam","id":"worklife\u002Farticle\u002F20210503-are-men-dominated-offices-the-future-of-the-workplace-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn addition to men joining the remote workforce, there are proactive strategies workers can take to fight inequitable gender roles at home and work. “Dual-earner couples should consider adopting gender-egalitarian strategies in remote work decisions and division of labour,” says Jang. “For example, couples may want to alternate their workdays to have a fair division of labour at home.” Research shows that tactics like these can also \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F346648969_Work-family_strategies_during_COVID-19_Examining_gender_dynamics_among_dual-earner_couples_with_young_children\"\u003Eimprove such couples’ performance and wellbeing\u003C\u002Fa\u003E, she adds. Of course, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210309-why-lgbtq-couples-split-household-tasks-more-equally\"\u003Enot all households are headed by heterosexual couples\u003C\u002Fa\u003E, nor couples at all, which may complicate this approach – and any steps taken by individual workers will only realistically go so far, given the deep-rooted systemic failures that cause gender inequality.\u003C\u002Fp\u003E\n\u003Cp\u003EThat’s one reason why experts emphasise that the onus is largely on organisations to reduce the forces contributing to an office gender gap. Effective strategies could include imposing a uniform policy in which all employees take an equal number of work-from-home days, providing more workplace childcare options and facilitating cohesion and trust among remote and office workers.\u003C\u002Fp\u003E\n\u003Cp\u003EOn a societal level, there should be laws preventing discrimination against remote employees, and public-care services that support parents in balancing family and career. These may all seem like minor battles in the war against gender inequality and ingrained biases, but each win matters.\u003C\u002Fp\u003E\n\u003Cp\u003E“Educating and bringing attention to enlarged gender inequality during the pandemic can take us one step closer to reducing unconscious bias in gender roles,” says Jang. “I am hopeful that the gender stereotypes that women should do more household chores and take care of children at home can be mitigated in due time. Unconscious bias is strongly ingrained in us, but that doesn't mean that we can't overcome it.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210503-are-men-dominated-offices-the-future-of-the-workplace-6"}],"collection":[],"disableAdverts":false,"displayDate":"2021-05-06T14:54:37Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Are men-dominated offices the future of the workplace?","headlineShort":"A worrying pitfall of returning to work","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"As workers start trickling back into the office, men and women may not return to their desks equally. This could impact gender equality and advancement in the workplace.","summaryShort":"How the post-Covid return to offices could hurt a major group of workers","tag":[],"textToSpeech":false,"creationDateTime":"2021-05-05T20:10:28.960574Z","entity":"article","guid":"36d8ba2f-ed61-4794-8a3a-a58103d3eb6f","id":"worklife\u002Farticle\u002F20210503-are-men-dominated-offices-the-future-of-the-workplace","modifiedDateTime":"2021-09-02T05:22:45.894454Z","project":"worklife","slug":"20210503-are-men-dominated-offices-the-future-of-the-workplace","cacheLastUpdated":1634675381420},"worklife\u002Farticle\u002F20210128-why-the-sandwich-generation-is-so-stressed-out":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210128-why-the-sandwich-generation-is-so-stressed-out","_id":"6153609045ceed1a8a1023c3","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Recession, coronavirus and shifting demographics are intensifying the pressures on the ‘sandwich generation’ – those supporting both children and parents.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EJo Austin would love to have a PA. At home in Central England, the financial services worker, who’s in her late 40s, wakes up very early to drive her husband to the supermarket where he works. They don’t want to risk him catching coronavirus on public transport because of the disabilities of their son and his girlfriend, both in their early 20s. \u003C\u002Fp\u003E\n\u003Cp\u003EWhen Austin returns from the supermarket, she’ll log several hours of remote work. At some point her mother, who lives a few miles away and is in her early 80s, will call. They might talk about the online food shopping order she’s placing for her mum, or when her next medical appointment is. There might also be admin calls to make, for instance to her mother’s utilities companies. Every other day, Austin will go and visit her. \u003C\u002Fp\u003E\n\u003Cp\u003EShe takes a break from work at lunchtime to collect her husband from his job. At this point her son and his girlfriend might need some help filling in forms or doing other tasks associated with their supported employment programme. By the time she’s squeezed a full day of paid work in between all her unpaid work, Austin will be lucky to have an hour to sit in front of the TV to relax. “It’s a lot of juggling, it’s blooming hard work, it’s exhausting,” she admits. \u003C\u002Fp\u003E\n\u003Cp\u003EThere’s another word for it, too. Like so many people in her phase of life, Austin is sandwiched.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210128-why-the-sandwich-generation-is-so-stressed-out-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"People who were already bearing intense loads are facing more strain, stress and precariousness","id":"worklife\u002Farticle\u002F20210128-why-the-sandwich-generation-is-so-stressed-out-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn the broadest sense, the “sandwich generation” is the \u003Ca href=\"https:\u002F\u002Fwww.cambridge.org\u002Fcore\u002Fjournals\u002Fageing-and-society\u002Farticle\u002Fcaught-in-the-middle-in-midlife-provision-of-care-across-multiple-generations\u002F5539D1998C15655F6955DAF902077DBB\"\u003E“caught in the middle”\u003C\u002Fa\u003E generation who have living parents and children. More specifically, the term often refers to middle-aged people who support both their parents and their children, whether financially, physically or emotionally. Multigenerational needs have become even more pressing during the Covid-19 pandemic, with record numbers of adult children moving back home and with elderly parents needing new forms of care. \u003C\u002Fp\u003E\n\u003Cp\u003EThe pandemic has put many in untenable positions; people who were already bearing intense loads are facing more strain, stress and precariousness. This pressure is only mounting on the sandwich generation, as support and vital resources are scarce. So, as more millennials become caught in the middle, there’s one major question: how, exactly, do we care for the carers? \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EMultigenerational ‘squeeze’\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ESandwiched individuals, who may or may not be living with the people they’re supporting, look a bit different around the world. In the Philippines, sandwiched women tend to be \u003Ca href=\"https:\u002F\u002Fwww.tandfonline.com\u002Fdoi\u002Fabs\u002F10.1080\u002F12259276.2020.1847865?journalCode=rajw20\"\u003Eaged 30 to 35\u003C\u002Fa\u003E, whereas in England and Wales they’re typically \u003Ca href=\"https:\u002F\u002Fwww.cambridge.org\u002Fcore\u002Fjournals\u002Fageing-and-society\u002Farticle\u002Fcaught-in-the-middle-in-midlife-provision-of-care-across-multiple-generations\u002F5539D1998C15655F6955DAF902077DBB\"\u003Ebetween 45 and 54\u003C\u002Fa\u003E, like Austin. \u003C\u002Fp\u003E\n\u003Cp\u003EIn the UK, about 3% of the population is providing care for more than one generation, whether in the same home or across multiple homes, according to Athina Vlachantoni, a gerontologist at the University of Southampton. It sounds low. Yet while there are ethnic and class differences in life expectancy and household formation, the number of sandwich carers is rising as people generally have children later and live longer.  \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210128-why-the-sandwich-generation-is-so-stressed-out-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"File image of grandmother looking after two children","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210128-why-the-sandwich-generation-is-so-stressed-out-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWe’re also seeing more “triple-decker sandwich” or \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002Fabs\u002F10.1177\u002F0192513X20921520\"\u003E“double sandwich”\u003C\u002Fa\u003E individuals. This involves, for instance, people in their 60s helping to care for their grandchildren, which allows their adult children to work, as well as supporting their own parents in their 90s. \u003C\u002Fp\u003E\n\u003Cp\u003EPerhaps unsurprisingly, there are gendered differences in sandwiched pressures. “In general, we know women more likely to provide more intensive personal care to older relatives than men, with men providing support for practical tasks including finance and gardening,” explains Vlachantoni. Men are also more likely to provide support as part of a couple. \u003C\u002Fp\u003E\n\u003Cp\u003EOverall, terms like “squeezed” express the heavy pressure on people juggling duties in all directions. But being embedded within multigenerational responsibilities also carries benefits. In particular, healthy grandparents can be a huge boon to working parents. “The role of grandparents has significantly increased over the last decade or 15 years,” says Vlachantoni. “Older parents facilitating especially younger women to stay in the labour market and become more senior and progress is a very important dimension of the sandwich generation.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210128-why-the-sandwich-generation-is-so-stressed-out-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"You just have to get on with it, you just have to adapt – Jo Austin","id":"worklife\u002Farticle\u002F20210128-why-the-sandwich-generation-is-so-stressed-out-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn the US, \u003Ca href=\"https:\u002F\u002Fwww.pewsocialtrends.org\u002F2013\u002F01\u002F30\u002Fthe-sandwich-generation\u002F\"\u003Ehappiness rates are roughly the same\u003C\u002Fa\u003E between people in and out of the sandwich generation. In the UK, Austin enjoys her life, busy as it is. The family’s finances are stable and they have a three-bedroom house to spread out in. “It is what it is; I love to care for my family,” she says. “Yes, sometimes I’d just love to go and sit in a dark room for a few hours. You just have to get on with it. You just have to adapt. It makes you very resilient to things.” \u003C\u002Fp\u003E\n\u003Cp\u003EBut the positive effects of being sandwiched can’t be realised if the stress overpowers the ability to cope. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe Covid-19 effect\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EIn the last year, the way Covid-19 has tested government resources and increased unemployment has made family support even more crucial. This is manifesting in increased strain on both time and finances for the sandwich generation. \u003C\u002Fp\u003E\n\u003Cp\u003EKatherine Wilson, head of employment at Carers UK, reports that of carers surveyed by the charity in October, “some have felt they have had no choice but to reduce their hours or give up work altogether without access to their usual formal and informal support”. Formal support includes things like day-care and eldercare facilities, while informal support might mean occasional help from friends, community or other family members. For Austin, pre-pandemic, meaningful support could be as simple as a coffee break with office colleagues when she was having a difficult day.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210128-why-the-sandwich-generation-is-so-stressed-out-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"File image of a young graduate who has moved home with his parents","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210128-why-the-sandwich-generation-is-so-stressed-out-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESandwiched Americans, meanwhile, are feeling the financial pinch more. \u003Ca href=\"https:\u002F\u002Fwww.newyorklife.com\u002Fcontent\u002Fdam\u002Fnyl\u002Fnewsroom\u002Fdocs\u002Fpdfs\u002FNew_York_Life_Sandwich_Gen_White_Paper.pdf\"\u003EAccording to the life insurance company New York Life\u003C\u002Fa\u003E, caregiving expenses have risen during the pandemic, with caring for an ageing relative now averaging about $1,000 per month. This is partly related to spending more on necessities. \u003Ca href=\"https:\u002F\u002Fwww.bmj.com\u002Fcontent\u002F370\u002Fbmj.m3097\"\u003EMedical expenses\u003C\u002Fa\u003E have become especially onerous as health insurance in the US is so often tied to employment, which has been plummeting during the ongoing recession. \u003C\u002Fp\u003E\n\u003Cp\u003EOverall, however, sandwiched Americans are more likely to be supporting young adults than elderly parents, something that has intensified during the pandemic. In July 2020, \u003Ca href=\"https:\u002F\u002Fwww.pewresearch.org\u002Ffact-tank\u002F2020\u002F09\u002F04\u002Fa-majority-of-young-adults-in-the-u-s-live-with-their-parents-for-the-first-time-since-the-great-depression\u002F\"\u003E52% of 18- to 29-year-olds\u003C\u002Fa\u003E were living with their parents – the highest proportion recorded since the Great Depression.  In the UK, more than half of those who moved house during the pandemic were aged 16 to 29, and they were largely moving in with older relatives, according to \u003Ca href=\"https:\u002F\u002Fosf.io\u002Fpreprints\u002Fsocarxiv\u002Fkv8dg\u002F\"\u003Epreliminary research\u003C\u002Fa\u003E by Vlachantoni and her colleagues on Covid-19-affected living arrangements. It’s not clear how long they’ll stay – Vlachantoni points out that these shifts were out of necessity rather than choice – but \u003Ca href=\"https:\u002F\u002Fdoi.org\u002F10.31235\u002Fosf.io\u002Fkv8dg\"\u003Eearly evidence\u003C\u002Fa\u003E shows that such changes “were associated with a rise in stress”. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe carers of the future\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EIn addition to immediate impacts on sandwiched people, Covid-19 could have more far-reaching effects. A key question is how its economic impact will delay young people’s progress toward important life and financial milestones, which will feed into their ability to function independently later on. “Resources accumulated throughout the life course are pivotal for people’s later life. And when I’m saying resources, I don’t just mean money. I also mean partnership, having children and investing in occupational pensions and property,” says Vlachantoni.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210128-why-the-sandwich-generation-is-so-stressed-out-8"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"In the US right now, older adults are on average better off financially than younger adults are – Kim Parker","id":"worklife\u002Farticle\u002F20210128-why-the-sandwich-generation-is-so-stressed-out-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAccumulating these resources was already challenging pre-pandemic, amid \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201203-could-young-workers-reshape-labour-unions\"\u003Emore precarious work\u003C\u002Fa\u003E, higher housing costs, potentially less generous pensions and greater longevity. And Covid-19 has had crushing effects on employment, education, \u003Ca href=\"https:\u002F\u002Fwww.money.co.uk\u002Fguides\u002Fcovid-debt-index\"\u003Eindebtedness\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201116-how-the-pandemic-has-changed-our-romantic-relationships\"\u003Edating\u003C\u002Fa\u003E. It may well take longer for young adults to reach the milestones associated with less dependence on parents. Thus, a number of parents may need to help their adult children for longer, and in more complex ways, than society might have envisaged. \u003C\u002Fp\u003E\n\u003Cp\u003E“In the US right now, older adults are on average better off financially than younger adults are. So, they don’t always need as much financial support as these young adults, the millennials, who were hit hard with the Great Recession and really struggled to get their financial footing,” says Kim Parker, director of social trends research at the Pew Research Center. “And now we’ve got a new generation of young adults who are coming of age in a pandemic, and having moved back in with their parents.” \u003C\u002Fp\u003E\n\u003Cp\u003ECovid-19 is also pushing millennials into the sandwich generation faster than might be expected. In the US, \u003Ca href=\"https:\u002F\u002Fwww.newyorklife.com\u002Fcontent\u002Fdam\u002Fnyl\u002Fnewsroom\u002Fdocs\u002Fpdfs\u002FNew_York_Life_Sandwich_Gen_White_Paper.pdf\"\u003Emillennials now make up more than one-third of multigenerational caregivers\u003C\u002Fa\u003E – and this rate has been growing much faster during the pandemic than for Gen Xers and Baby Boomers. In other words, the pandemic has accelerated the slide into the sandwich, and with fewer of the resources that helped previous generations out. As well, the general trend of smaller family sizes means that there will be more only children in the future, with no sibling support as they look after ageing parents. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EReducing the squeeze\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EAt the moment, in the absence of strong state support, sandwiched women are often left to pick up the slack. For instance, \u003Ca href=\"https:\u002F\u002Fwww.cambridge.org\u002Fcore\u002Fjournals\u002Fageing-and-society\u002Farticle\u002Finformal-care-provision-across-multiple-generations-in-china\u002F9D74304752D4941730CFFAB703227E1A\"\u003EVlachantoni and colleagues have written\u003C\u002Fa\u003E that in China, “the state remains predominantly dependent on the family for the delivery of care for older people and infant\u002Ftoddlers”. Women have been encouraged into the workforce, but public nursery provision remains inadequate, so grandparents often take the place of public services. While China may provide a stark example of this trend, it’s visible in many other countries as well.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210128-why-the-sandwich-generation-is-so-stressed-out-10"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"File image of three generations of one family in Shanghai, China","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210128-why-the-sandwich-generation-is-so-stressed-out-11"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhen it comes to transferring these services from the family to the state, we already know what will help. Subsidised childcare and eldercare, as well as paid parental leave, will ease the burden on the sandwiched. In recognition of the important role of grandparents in caring for grandchildren, often at the expense of their own employment, \u003Ca href=\"https:\u002F\u002Fwol.iza.org\u002Farticles\u002Fhow-does-grandparent-childcare-affect-labor-supply\u002Flong\"\u003Esome form of grandparental leave\u003C\u002Fa\u003E could be useful as well. \u003C\u002Fp\u003E\n\u003Cp\u003EOn the employers’ side, enabling adjustable work patterns would be helpful, as evidenced by Austin, who deals with her many duties by keeping her schedule as flexible as possible. She’s fortunate to have excellent relationships with her colleagues and an employer that supports flexible work; she works a nine-day fortnight, fitting slightly longer workdays into a slightly shorter time span. “There are people at work I exasperate because I’ll move meetings,” she acknowledges. Telling people about her caring responsibilities helps. “I think if people know, they’re more understanding and accommodating.” \u003C\u002Fp\u003E\n\u003Cp\u003EOne small silver lining of the pandemic has been the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210113-whats-the-best-plan-for-a-radical-new-workday\"\u003Enormalisation of flexible and remote work\u003C\u002Fa\u003E for those in the knowledge economy. If this continues post-pandemic, carers may find it easier to remain employed. “We know that flexible working is really valued by carers and we want to see this offered to carers from day one of starting a new job,” says Wilson of Carers UK. \u003C\u002Fp\u003E\n\u003Cp\u003ECertain policies would be especially impactful in specific countries. Carers UK is calling for \u003Ca href=\"https:\u002F\u002Fwww.carersuk.org\u002Fnews-and-campaigns\u002Fpress-releases\u002Funpaid-carers-save-uk-state-530-million-every-day-of-the-pandemic\"\u003Elarger carers’ allowances\u003C\u002Fa\u003E and five days of paid carers’ leave for working carers. In the US, the lack of public healthcare clearly affects the health and finances of all parts of the sandwich. In South Africa, small, mobile childcare units – for instance inside food markets \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002Ffull\u002F10.1177\u002F0956247820987096\"\u003Ewhere many women work informally\u003C\u002Fa\u003E – could provide affordable spaces for women to leave their children. \u003C\u002Fp\u003E\n\u003Cp\u003EThe problem is that while investing in social-care infrastructure now \u003Ca href=\"https:\u002F\u002Fwww.socialeurope.eu\u002Fshifting-the-burden-can-covid-19-do-it-for-womens-unpaid-work\"\u003Ewould have many benefits\u003C\u002Fa\u003E, it may be a challenging proposition for governments whose coffers have already been crunched by the pandemic. \u003C\u002Fp\u003E\n\u003Cp\u003E“I’ve always found that effective policy tools are the ones that give individuals real choice,” reflects Vlachantoni. Having more options would help carers maintain their varied family ties while preserving their financial, mental and social wellbeing – especially those who have less income security than Austin. Undoubtedly, the sandwiched could use more support as they themselves support others – and as they pave the way for the sandwich individuals of the future.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210128-why-the-sandwich-generation-is-so-stressed-out-12"}],"collection":null,"disableAdverts":false,"displayDate":"2021-01-29T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why the 'sandwich generation' is so stressed out","headlineShort":"The stress on the 'sandwich generation'","image":[],"imageAlignment":"centre","imageAltText":"File image of a mother, daughter and grandmother","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Recession, coronavirus and shifting demographics are intensifying the pressures on the ‘sandwich generation’ – those supporting both children and parents.","summaryShort":"How to support those who support everyone else","tag":[],"textToSpeech":false,"creationDateTime":"2021-01-29T00:52:05.997931Z","entity":"article","guid":"42dcce67-045b-4be3-87a5-9fd5980e7c02","id":"worklife\u002Farticle\u002F20210128-why-the-sandwich-generation-is-so-stressed-out","modifiedDateTime":"2021-09-02T05:18:00.181791Z","project":"worklife","slug":"20210128-why-the-sandwich-generation-is-so-stressed-out","cacheLastUpdated":1634675381421},"worklife\u002Farticle\u002F20210518-the-hidden-load-how-thinking-of-everything-holds-mums-back":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210518-the-hidden-load-how-thinking-of-everything-holds-mums-back","_id":"6153609345ceed675b1daca5","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fmelissa-hogenboom"],"bodyIntro":"When it comes to household responsibilities, women perform far more cognitive and emotional labour than men. Why is this, and is there anything we can do about it?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOrganising a playdate, or booking the kids’ medical check-ups. Working out how to hide vegetables in their evening meals, or ensuring there’s enough on the shopping list. Worrying about whether your son is on track at school, your daughter needs new shoes and when to replace your washing machine. On their own, these may all seem like small tasks – but they mount up. And if you ask heterosexual couples with children which partner is most likely to handle them, it is probable that most would offer up the same answer: the mother.\u003C\u002Fp\u003E\n\u003Cp\u003ENumerous studies show that women in heterosexual relationships still do the bulk of housework and childcare. Many couples aim to \u003Ca href=\"https:\u002F\u002Fwww.newamerica.org\u002Fbetter-life-lab\u002Freports\u002Fproviding-care-changes-men\u002F\"\u003Esplit their responsibilities 50:50\u003C\u002Fa\u003E, yet for various structural and socio-economic reasons, end up allocating tasks along typically gendered lines. Even in couples who think that they have achieved an equal division of labour, the more hidden forms of care generally end up falling to the woman.\u003C\u002Fp\u003E\n\u003Cp\u003EIn fact, an increasing body of research indicates that, for household responsibilities, women perform far more cognitive and emotional labour than men. Understanding why could help explain why gender equality \u003Ca href=\"https:\u002F\u002Fwww.pnas.org\u002Fcontent\u002F117\u002F13\u002F6990\"\u003Ehas not only stalled\u003C\u002Fa\u003E, \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Fworld\u002F2021\u002Fmar\u002F08\u002Fhalf-of-women-in-uk-fear-equality-is-going-back-to-1970s-survey\"\u003Ebut is going backwards\u003C\u002Fa\u003E, despite being more discussed than ever. And a broader understanding of this behind-the-scenes labour could help couples redistribute the work more equally – something that, while initially difficult, could play a significant role in helping mothers lighten their load.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EInvisible, unlimited work\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EExperts say that this hidden work comes in three overlapping categories. There’s cognitive labour – which is thinking about all the practical elements of household responsibilities, including organising playdates, shopping and planning activities. Then there’s emotional labour, which is maintaining the family’s emotions; calming things down if the kids are acting up or worrying about how they are managing at school. Third, the mental load is the intersection of the two: preparing, organising and anticipating everything, emotional and practical, that needs to get done to make life flow.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210518-the-hidden-load-how-thinking-of-everything-holds-mums-back-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09hv1z8"],"imageAlignment":"centre","imageAltText":"mother holding crying baby","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210518-the-hidden-load-how-thinking-of-everything-holds-mums-back-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThis hidden work is hard to measure, because it’s invisible and performed internally, making it difficult to know where it starts and ends. In 2019 Allison Daminger, a doctoral candidate in sociology and social policy at Harvard University, \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002Fabs\u002F10.1177\u002F0003122419859007?journalCode=asra\"\u003Efound that\u003C\u002Fa\u003E while most participants in her study on cognitive household labour realised that women were doing the lion’s share, this wasn’t yet a “normalised form of work”. In the study of 35 couples, she found that men referred to their wives using terms such as “project manager”, or said they were “keeping track of more”.\u003C\u002Fp\u003E\n\u003Cp\u003EIn fact, Daminger identified four clear stages of mental work related to household responsibilities: anticipating needs, identifying options, deciding among the options and then monitoring the results. Mothers did more in all four stages, her research showed; while parents often made decisions together, mothers did more of the anticipation, planning and research. In other words, fathers were informed when it came to decisions, but mothers put in the legwork around them.\u003C\u002Fp\u003E\n\u003Cp\u003EThis hidden work has various impacts; we know, for instance, that women are more likely than men \u003Ca href=\"https:\u002F\u002Facademic.oup.com\u002Fsocpro\u002Farticle-abstract\u002F43\u002F2\u002F219\u002F1605125\"\u003Eto worry about childcare\u003C\u002Fa\u003E even when they are not with their children. It also causes additional stress, because it is always present – even when you should be concentrating on other things.\u003C\u002Fp\u003E\n\u003Cp\u003E“The mental load is that thread that brings the family into your work life,” says Leah Ruppanner, an associate professor of sociology at the University of Melbourne and author of Motherlands. It's the constant low-level worry about whether we’re doing enough and the impact our parenting will have on our child’s future. “You're always trying to mitigate future risk.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘Maternal gatekeeping’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EOne thing that puzzled Daminger was that this uneven allocation of mental labour did not seem to create much conflict among her participants. To understand why, she conducted a \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002Fabs\u002F10.1177\u002F0003122420950208\"\u003Efollow-up study\u003C\u002Fa\u003E a year later that showed couples explained away some of these gendered behaviours. Both men and women suggested that the unequal division of mental labour was because one partner worked longer hours, or stated that women were “temperamentally interested in being organised” – that they were simply good at planning ahead.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210518-the-hidden-load-how-thinking-of-everything-holds-mums-back-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"While parents often made decisions together, mothers did more of the anticipation, planning and research","id":"worklife\u002Farticle\u002F20210518-the-hidden-load-how-thinking-of-everything-holds-mums-back-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThis showed participants believed personality differences and work constraints were driving these inequalities. These were well-educated participants who agreed to take part, so they may not be fully representative, but it still gives an interesting insight into a misconception that other studies have debunked – \u003Ca href=\"https:\u002F\u002Ftheconversation.com\u002Fwomen-arent-better-multitaskers-than-men-theyre-just-doing-more-work-121620\"\u003Ewomen aren’t naturally better at planning, organising or multitasking\u003C\u002Fa\u003E, they are just expected to do it more and so eventually become better at it.\u003C\u002Fp\u003E\n\u003Cp\u003EYet there are other structural reasons why women continue to take on more of the mental load. Women often find a way to \u003Ca href=\"https:\u002F\u002Ftheconversation.com\u002Fflexible-work-arrangements-help-women-but-only-if-they-are-also-offered-to-men-155882\"\u003Ework flexibly\u003C\u002Fa\u003E, whereas men’s jobs are seen as more rigid, their careers more traditionally linear. This means women are more available for childcare, do more of it – and as a result have to think about it more. More powerfully, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Farticle\u002F20190930-the-sexist-myths-about-gender-stereotypes-that-wont-die\"\u003Egendered expectations that start from birth\u003C\u002Fa\u003E can explain why ideas around who does the housework and childcare are so ingrained. Daughters are known \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2018\u002F08\u002F08\u002Fupshot\u002Fchores-girls-research-social-science.html\"\u003Eto do more housework than sons\u003C\u002Fa\u003E, for instance.\u003C\u002Fp\u003E\n\u003Cp\u003EMotherhood ideals also feed into this equation. For instance, the home is often seen as a woman’s domain. We know that women are judged on neatness more harshly than men. One \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002Ffull\u002F10.1177\u002F0049124119852395\"\u003Estudy showed\u003C\u002Fa\u003E that if an identical room for a prospective rental property was said to belong to Jennifer rather than John, Jennifer was rated less likeable, less competent and less hardworking than John. The conclusion? The state of a woman’s home was literally linked to her worth.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210518-the-hidden-load-how-thinking-of-everything-holds-mums-back-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09hv1p4"],"imageAlignment":"centre","imageAltText":"mother dressing young child","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210518-the-hidden-load-how-thinking-of-everything-holds-mums-back-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThese ideals can be self-perpetuating. Because women are judged more on how a household runs, it’s essential they display “maternal gatekeeping”. This means taking on childcare tasks that could be shared like writing meal plans or picking outfits, subtly signalling that it’s a mother’s job. Think of the old joke, “Well, her father dressed her”. It’s funny when dads do it badly, but implies bad mothering if mothers do things wrong. Despite progress we’ve made in normalising men doing childcare, there’s still “this sense that women are ultimately responsible for family outcomes”, notes Daminger. “There are more costs to a woman if these things don't go well or don't happen.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EImpacts, at home and at work\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe fact that mothers end up assuming this mental load has consequences, however.\u003C\u002Fp\u003E\n\u003Cp\u003EMothers are more stressed, tired and less happy than fathers, \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002F10.1177\u002F0192513X19860179?\"\u003Ewho are happier during childcare\u003C\u002Fa\u003E, research shows, in part because they tend to do the fun, recreational activities more often. \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002Ffull\u002F10.1177\u002F0038038516674664\"\u003EOne Swedish study\u003C\u002Fa\u003E showed that when women thought the distribution of the more obvious housework was unfair and perceptions of each partner’s contribution differed, it led to marriage problems and increased the likelihood of a split. The risk is also exhaustion for the mothers, who might initially ask for help, \u003Ca href=\"https:\u002F\u002Fwww.harpersbazaar.com\u002Fculture\u002Ffeatures\u002Fa12063822\u002Femotional-labor-gender-equality\u002F\"\u003Ewhich can come across as nagging\u003C\u002Fa\u003E if it has to be repeated again and again. “And then that wears on relationships,” says sociologist Daniel Carlson of the University of Utah, who found that unequal distribution of caring responsibilities in couples can \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002Fabs\u002F10.1177\u002F0192513X15604343?journalCode=jfia\"\u003Ealso lead to less sex\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EIf women are over-stretched at home, moreover, that means many feel they cannot physically or mentally put in the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210507-why-we-glorify-the-cult-of-burnout-and-overwork\"\u003Eextra hours demanded by many workplaces\u003C\u002Fa\u003E, so the gender pay gap continues to widen. Women make up the majority of part-time workers, for instance, and in turn are less likely to \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Fsociety\u002F2018\u002Ffeb\u002F05\u002Fmothers-working-part-time-hit-hard-by-gender-pay-gap-study-shows\"\u003Eget pay rises\u003C\u002Fa\u003E or \u003Ca href=\"https:\u002F\u002Fwww.independent.co.uk\u002Flife-style\u002Fwomen\u002Fwomen-work-career-promotion-childbirth-new-mothers-fathers-a9165926.html\"\u003Epromotions after having children\u003C\u002Fa\u003E, making it even harder to pursue top jobs. \u003Ca href=\"https:\u002F\u002Ftime.com\u002Fnextadvisor\u002Fin-the-news\u002Fwomen-in-the-workplace\u002F\"\u003EMany leave the workforce altogether\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ETalk more, do less\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ESince the pandemic hit, the link between gender equality at home and women’s workforce participation has been \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women\"\u003Emore in the spotlight\u003C\u002Fa\u003E than ever. While there are many systemic issues at play, tackling hidden household labour within couples could help ease the burden that falls on women and deters them from other activities.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210518-the-hidden-load-how-thinking-of-everything-holds-mums-back-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09hv2cm"],"imageAlignment":"centre","imageAltText":"father doing chores with child","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210518-the-hidden-load-how-thinking-of-everything-holds-mums-back-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIt’s clear that most men want to get \u003Ca href=\"https:\u002F\u002Fwww.newamerica.org\u002Fbetter-life-lab\u002Freports\u002Fproviding-care-changes-men\u002F\"\u003Emore involved in their children’s lives\u003C\u002Fa\u003E, so to ease this on an individual level, couples could explicitly talk about who does what, end to end – it’s no good taking the kids out on a playdate if someone else has already planned and organised the activity. To foster new habits to help share the load, we have to make the invisible more visible. An awareness of it is a good first step, agrees Daminger, and constantly being clear about who is managing which task, including the planning.\u003C\u002Fp\u003E\n\u003Cp\u003EIf we explicitly state how much planning is involved in every aspect of childcare and housework, it will become clearer just how much hidden work we do. Fortunately not all couples have unequal divisions of care: same-sex couples, for instance, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210309-why-lgbtq-couples-split-household-tasks-more-equally\"\u003Ehave a much more equal distribution\u003C\u002Fa\u003E compared to heterosexual couples, as they are not beholden \u003Ca href=\"https:\u002F\u002Fwww.tandfonline.com\u002Fdoi\u002Ffull\u002F10.1080\u002F10894160.2016.1142350?scroll=top&needAccess=true\"\u003Eto expected gender roles.\u003C\u002Fa\u003E This shows that the load can clearly be shared when it is more openly talked about.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210518-the-hidden-load-how-thinking-of-everything-holds-mums-back-8"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"If we explicitly state how much planning is involved in every aspect of childcare and housework, it will become clearer just how much hidden work we do","id":"worklife\u002Farticle\u002F20210518-the-hidden-load-how-thinking-of-everything-holds-mums-back-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOn a societal level we also therefore need to reframe some very deep-seated beliefs about what a man or a woman’s role is. Carlson, who led research \u003Ca href=\"https:\u002F\u002Fonlinelibrary.wiley.com\u002Fdoi\u002Fabs\u002F10.1111\u002Fjomf.12524\"\u003Eshowing that egalitarian views on task-sharing contribute to sexual frequency\u003C\u002Fa\u003E, says that we also need to consider the “structural factors that are inhibiting a lack of workplace flexibility”, like breadwinning norms for men and “an ideal worker culture that pushes men into the labour force and keeps them out of the home”. Policy could help too – research shows that \u003Ca href=\"https:\u002F\u002Fwww.tandfonline.com\u002Fdoi\u002Fabs\u002F10.1080\u002F13668800701785346\"\u003Emen who take paternity leave do more childcare later\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EBut in the absence of policy, perhaps the best way for women to reduce the mental load is to do less. Initially there may be pain to achieve any form of long-term gain, says Carlson. If the mother stops thinking about what needs to be done and the father does not anticipate these needs, it may initially cause stress or judgement – but that could allow learning for next time. “It’s kind of classic \u003Ca href=\"https:\u002F\u002Fwww.verywellmind.com\u002Foperant-conditioning-a2-2794863#:~:text=Operant%20conditioning%2C%20sometimes%20referred%20to,or%20positive)%20for%20that%20behavior.\"\u003Eoperant conditioning\u003C\u002Fa\u003E. We're not putting men through mazes or shocking them for food pellets… but it's kind of like, ‘Oh, I didn't remember to do this last time and there was a negative consequence’.”\u003C\u002Fp\u003E\n\u003Cp\u003EOver time, doing less could increase our partner’s involvement and, in turn, free up more of our mental energy to focus on ourselves. At first, we might get judged for it, but it could lead to greater happiness later on. We all learn from doing, after all. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EMelissa Hogenboom is the editor of BBC Reel. Her upcoming book, \u003C\u002Fem\u003E\u003Ca href=\"https:\u002F\u002Fmelissahogenboom.com\u002Fbook\u002F\"\u003E\u003Cem\u003EThe Motherhood Complex\u003C\u002Fem\u003E\u003C\u002Fa\u003E\u003Cem\u003E, is out 27 May 2021 in the UK. She is \u003C\u002Fem\u003E\u003Ca href=\"https:\u002F\u002Ftwitter.com\u002Fmelissasuzanneh\"\u003E@melissasuzanneh\u003C\u002Fa\u003E\u003Cem\u003E on Twitter.\u003C\u002Fem\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210518-the-hidden-load-how-thinking-of-everything-holds-mums-back-10"}],"collection":null,"disableAdverts":false,"displayDate":"2021-05-18T15:15:10Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The hidden load: How 'thinking of everything' holds mums back","headlineShort":"How gender equality is moving backwards","image":["p09hv1k9"],"imageAlignment":"centre","imageAltText":"mother juggling kids at house door","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20201113-the-corporate-ideals-driving-secret-parenting","worklife\u002Farticle\u002F20210503-are-men-dominated-offices-the-future-of-the-workplace","worklife\u002Farticle\u002F20210128-why-the-sandwich-generation-is-so-stressed-out"],"relatedTag":null,"summaryLong":"When it comes to household responsibilities, women perform far more cognitive and emotional labour than men. Why is this, and is there anything we can do about it?","summaryShort":"How 'thinking of everything' at home leaves mothers behind","tag":["tag\u002Fhow-we-live"],"textToSpeech":false,"creationDateTime":"2021-05-17T20:00:52.995176Z","entity":"article","guid":"eeb3b703-fd1a-41d2-9d76-bce046b2ca75","id":"worklife\u002Farticle\u002F20210518-the-hidden-load-how-thinking-of-everything-holds-mums-back","modifiedDateTime":"2021-09-02T05:23:31.643289Z","project":"worklife","slug":"20210518-the-hidden-load-how-thinking-of-everything-holds-mums-back","cacheLastUpdated":1634675381419},"worklife\u002Farticle\u002F20210323-the-bosses-who-want-us-back-in-the-office":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210323-the-bosses-who-want-us-back-in-the-office","_id":"615361d645ceed33882bf01d","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"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":1634675381423},"worklife\u002Farticle\u002F20210518-how-overwork-is-literally-killing-us":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210518-how-overwork-is-literally-killing-us","_id":"615360f145ceed4aea1e834e","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Alarming new research shows that people working more than 54 hours a week are at major risk of dying from overwork. It’s killing three-quarters of a million people each year.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ELisa Choi ignored the first symptoms. After all, the 53-year-old business analyst was a very active, fit vegetarian, who cycled frequently and avoided high-fat foods. She was far from the typical victim of a heart attack.\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, the Seattle-based Choi was working 60-hour workweeks, including evenings and weekends. She was facing tight deadlines and managing complex digital projects. This workload was utterly normal to her. “I have a really high-stress job… I’m usually on overdrive,” she says.\u003C\u002Fp\u003E\n\u003Cp\u003EIt wasn’t until several months ago, when she suddenly started feeling an anvil-like pressure on her chest, that she began to take her symptoms more seriously. In the hospital, it turned out that she had a tear in her artery. This is a hallmark of a spontaneous coronary artery dissection (SCAD), a relatively rare heart condition that particularly affects women and people younger than 50. Told that she would need an angioplasty to open up her artery, Choi thought, “I don’t have time for this. I’m scheduled for migrations at work, and I’m doing all this stuff.”\u003C\u002Fp\u003E\n\u003Cp\u003ELike Choi, many are also finding themselves in ill health due to intense work schedules. New, sobering research – said to be the first-ever study to quantify the global burden of disease from working long hours – has shown how bleak the situation is.\u003C\u002Fp\u003E\n\u003Cp\u003EIn a paper published 17 May, authors from institutions including the World Health Organization (WHO) and the International Labour Organization (ILO) suggest that, each year, \u003Ca href=\"https:\u002F\u002Fwww.sciencedirect.com\u002Fscience\u002Farticle\u002Fpii\u002FS0160412021002208\"\u003Ethree-quarters of a million people are dying from ischaemic heart disease and stroke, due to working long hours\u003C\u002Fa\u003E. (Ischaemic heart disease, also known as coronary heart disease, involves narrowed arteries. Choi’s SCAD is different from conventional ischaemic heart disease, but stress and high blood pressure are major factors in both.)\u003C\u002Fp\u003E\n\u003Cp\u003EIn other words, more people are dying from overwork than \u003Ca href=\"https:\u002F\u002Fwww.who.int\u002Fnews-room\u002Ffact-sheets\u002Fdetail\u002Fmalaria\"\u003Efrom malaria\u003C\u002Fa\u003E. This is a global health crisis, demanding attention from individuals, companies and governments alike. And, if we don’t solve it, the problem may not only continue – it could get worse.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EHow overwork affects health\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIn the paper, published in the journal Environment International, researchers systematically reviewed data on long working hours, defined as 55 hours or more per week; health impacts; and mortality rates from most of the world’s countries, from 2000 to 2016. The authors controlled for factors like gender and socioeconomic status, in order to tease out the pure effects of overwork on health.\u003C\u002Fp\u003E\n\u003Cp\u003EThe \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fbusiness-57139434\"\u003Estudy establishes that overwork is the single largest risk factor for occupational disease\u003C\u002Fa\u003E, accounting for roughly one-third of the burden of disease related to work. “For me personally, as an epidemiologist, I was extremely surprised when we crunched these numbers,” says Frank Pega, a WHO technical officer and the lead author of the paper. “I was extremely surprised by the size of the burden.” He describes the findings as moderate, but clinically significant.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210518-how-overwork-is-literally-killing-us-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"I was extremely surprised when we crunched these numbers. I was extremely surprised by the size of the burden – Frank Pega","id":"worklife\u002Farticle\u002F20210518-how-overwork-is-literally-killing-us-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThere are two major ways that overwork can reduce health and longevity. One is the biological toll of chronic stress, with an uptick in stress hormones leading to elevated blood pressure and cholesterol. Then there are the changes in behaviour. Those logging long hours may be \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201123-the-psychology-behind-revenge-bedtime-procrastination\"\u003Esleeping little\u003C\u002Fa\u003E, barely exercising, eating unhealthy foods and smoking and drinking to cope.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd there are particular reasons to worry about overwork both while we’re still in the Covid-19 pandemic, and looking at life thereafter. The pandemic has intensified some work stresses while bringing \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210308-why-zoom-fatigue-wont-last-forever\"\u003Enew forms of workplace exhaustion\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EIndia has become the \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fnews\u002Fworld-asia-india-56961940\"\u003Eepicentre of the global pandemic\u003C\u002Fa\u003E, with more than 25 million cases of Covid-19. But the pandemic is affecting health in other ways as well. Sevith Rao, a physician and founder of the Indian Heart Association, explains that South Asians are already at \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2019\u002F02\u002F12\u002Fwell\u002Flive\u002Fwhy-do-south-asians-have-such-high-rates-of-heart-disease.html\"\u003Ehigh risk of heart disease\u003C\u002Fa\u003E. Now, “with the Covid pandemic we have seen an increase in work from home, which has blurred work-life balance among many individuals, leading to disrupted sleep patterns and exercise; this has in turn increased the risk for cardiovascular disease and stroke.”\u003C\u002Fp\u003E\n\u003Cp\u003EMoreover, the pandemic has resulted in the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women\"\u003Eworst economic downturn since the Great Depression\u003C\u002Fa\u003E. Previous recessions have actually been followed by increases in working hours. “It seems almost like a perverse effect,” Pega acknowledges, in light of the widespread job losses during a recession. But “the reality seems to be that the people who are still working have to work more to compensate for the job losses.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EHotspots of overwork\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAccording to the data in the paper, 9% of the world’s population – a number that includes children – is working long hours. And, since 2000, the number of people who are overworking has been increasing.\u003C\u002Fp\u003E\n\u003Cp\u003EOverwork affects different groups of workers in very different ways.\u003C\u002Fp\u003E\n\u003Cp\u003EMen work longer hours than women in every age group. Overwork peaks in early middle age, although the health effects take longer to turn up. (The study authors used a 10-year lag period to track the effects of overwork on the onset of disease; after all, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20160912-is-there-such-thing-as-death-from-overwork\"\u003E“death by overwork”\u003C\u002Fa\u003E doesn’t happen overnight.)\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210518-how-overwork-is-literally-killing-us-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"woman at desk late","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210518-how-overwork-is-literally-killing-us-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe data also show that people in Southeast Asia seem to be working the longest hours; people in Europe, the shortest. Pega explains that there may be cultural reasons for the larger proportion of people in Asia working long hours. As well, many people work in the informal sector in low- and middle-income Asian countries. As Pega points out, “People in the informal economy might have to work long hours to survive, they might be working multiple jobs, they might not be covered by social protection laws.”\u003C\u002Fp\u003E\n\u003Cp\u003EOn the flip side, many Europeans enjoy a working culture that celebrates lengthy holidays and substantial rest periods. This more relaxed attitude is enshrined in law; for instance, the European Union’s \u003Ca href=\"https:\u002F\u002Fec.europa.eu\u002Fsocial\u002Fmain.jsp?catId=706&langId=en&intPageId=205\"\u003EWorking Time Directive\u003C\u002Fa\u003E bars employees from working more than 48 hours a week on average.\u003C\u002Fp\u003E\n\u003Cp\u003EBut even in some European countries, especially outside of France and Scandinavia, there’s been an \u003Ca href=\"http:\u002F\u002Faei.pitt.edu\u002F93656\u002F1\u002FLEQSPaper92.pdf\"\u003Eincreasing proportion of high-skilled workers working extreme hours\u003C\u002Fa\u003E since 1990 (after the peak of unionisation and the related employee protections). Tellingly, the Austrian health minister \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fnews\u002Fworld-europe-56735927\"\u003Eresigned from his job in April\u003C\u002Fa\u003E, saying that he had developed high blood pressure and high blood sugar while overworking during the pandemic. His public announcement was unusual not just because of his high-profile position, but also because he was actually \u003Cem\u003Eable to leave\u003C\u002Fem\u003E his exhausting job.\u003C\u002Fp\u003E\n\u003Cp\u003EOver in Seattle, Choi has also been fortunate, in that her colleagues have been supportive of her need to slow down at work. Since not everyone can afford to work more balanced hours, and not everyone will get a wake-up call before a fatal stroke or heart attack, there’s an urgent need to tackle this health crisis now.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ECombatting overwork\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIf trends continue in the same direction, overwork – and the associated health harms – will only increase. This is especially worrying, given how many societies \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210507-why-we-glorify-the-cult-of-burnout-and-overwork\"\u003Eglorify overwork to the point of burnout\u003C\u002Fa\u003E. And, as our work hours have ticked up during the pandemic, with few signs of stopping, those suffering from spending too many hours on the clock will only increase.\u003C\u002Fp\u003E\n\u003Cp\u003EThe burden to disrupt the cycle falls on both employers and employees in some way – and all may need to work together in order to rein in overwork and the subsequent issues that follow.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210518-how-overwork-is-literally-killing-us-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Those logging long hours may be sleeping little, barely exercising, eating unhealthy foods and smoking and drinking to cope","id":"worklife\u002Farticle\u002F20210518-how-overwork-is-literally-killing-us-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn general, Pega urges workplaces to embrace flexible work, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20190710-could-you-share-your-job\"\u003Ejob shares\u003C\u002Fa\u003E and other means of \u003Ca href=\"https:\u002F\u002Fwww.ilo.org\u002Ftravail\u002Finfo\u002Fpublications\u002FWCMS_706159\u002Flang--en\u002Findex.htm\"\u003Eimproving balance in work schedules\u003C\u002Fa\u003E. They should also take occupational-health services seriously. And Rao comments, “We at the Indian Heart Association believe that increased education and screening is key to prevent cardiovascular disease and stroke.”\u003C\u002Fp\u003E\n\u003Cp\u003EThere’s clearly a role for individual workers to reshape their attitudes to work as well – we can all try to push back against the pull of overwork that keeps so many of us glued to our phones late into the evening. The sooner workers do this, the better position they’ll be in; since overwork is a risk that \u003Ca href=\"https:\u002F\u002Fwww.ahajournals.org\u002Fdoi\u002Ffull\u002F10.1161\u002FJAHA.119.015753\"\u003Eaccumulates over years\u003C\u002Fa\u003E, \u003Ca href=\"https:\u002F\u002Fwww.webmd.com\u002Fheart\u002Ffeatures\u002Fjob-stress-and-your-heart\"\u003Epreventing it from becoming chronic\u003C\u002Fa\u003E may reduce the severity of the worst health risks (although there’s not enough evidence on when the risk crosses over from short-term to chronic).\u003C\u002Fp\u003E\n\u003Cp\u003EBut the most sweeping changes would need to occur at the governmental level. Pega says, “we already have solutions. People have put in place limits on the maximum number of hours we should be working” – for instance with the European Working Time Directive, or other right-to-disconnect laws. In countries with strong laws on limiting work, what’s key is enforcing and monitoring those laws. And in countries with weak social safety nets, anti-poverty measures and welfare programmes can lower the number of people working themselves to the bone out of sheer necessity.\u003C\u002Fp\u003E\n\u003Cp\u003EUltimately, the problem of overwork – and the ill health it breeds – will continue if we don’t make changes in our working lives. And change isn’t impossible. “We can do something,” insists Pega. “This is for everybody.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210518-how-overwork-is-literally-killing-us-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-05-19T12:21:45Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"How overwork is literally killing us","headlineShort":"The deadly effects of working too hard","image":[],"imageAlignment":"centre","imageAltText":"person working alone in skyscraper","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Alarming new research shows that people working more than 54 hours a week are at major risk of dying from overwork. It’s killing three-quarters of a million people each year.","summaryShort":"More than 750,000 people are dying each year from working long hours","tag":[],"textToSpeech":false,"creationDateTime":"2021-05-18T21:57:32.11752Z","entity":"article","guid":"5c7a7496-4bef-4784-b149-95f81df3e7d7","id":"worklife\u002Farticle\u002F20210518-how-overwork-is-literally-killing-us","modifiedDateTime":"2021-09-02T05:23:27.735278Z","project":"worklife","slug":"20210518-how-overwork-is-literally-killing-us","cacheLastUpdated":1634675381423},"worklife\u002Farticle\u002F20210426-is-extreme-working-culture-worth-the-big-rewards":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210426-is-extreme-working-culture-worth-the-big-rewards","_id":"615360dc45ceed450d7156e1","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Aspiring young workers in top-tier jobs know they’re signing up for gruelling, startlingly long hours. Are the rewards in jobs like these worth the \"crushing\" toil?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAcross entry-level positions at many top-tier global financial institutions and consulting firms, there are no illusions of nine-to-five schedules or summer holidays with phones left back at the hotel room. From the start, junior employees are aware that they’re entering a trial-by-fire – and it’s up to them to survive the flames.\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, just because these entry-level workers have some sense of what they’re going to be up against, it doesn’t always mean they’re adequately prepared, or that their expectations match their eventual reality.\u003C\u002Fp\u003E\n\u003Cp\u003EIn March, 13 first-year Goldman Sachs analysts – the group lowest on the corporate totem pole – put together a \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fbusiness-56452494\"\u003E‘survey’ on their working conditions\u003C\u002Fa\u003E at the esteemed, multi-national bank, in a document seen by the BBC. The survey, mocked up on Goldman Sachs’s official pitchbook template, detailed the group’s more than 95-hour workweeks, precarious mental and physical health, deteriorating personal relationships and conditions one respondent called “inhumane”.\u003C\u002Fp\u003E\n\u003Cp\u003EThe contents of the survey were, in some ways, shocking. But, in others, some of the results weren’t wholly unexpected. For many name-brand jobs, this is how things can operate for the those at the most junior levels – and have for a long time.\u003C\u002Fp\u003E\n\u003Cp\u003EThe prevailing narrative: that’s just the price you pay for a longer-term reward of power and prestige in big-name, big pay-cheque institutions. But for young people just jumping into the workforce, is the toil worth the epic reward, even if it may come with some worrying side effects? Some say maybe so.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘A boot-camp mentality’ \u003Cbr \u002F\u003E\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"xmsolistparagraph\"\u003EThis nose-to-the-grindstone culture within these types of jobs has existed in some form for years, says William D Cohan, author of a best-selling book on the history of Goldman Sachs, Money and Power, and who also worked on Wall Street for 17 years.\u003C\u002Fp\u003E\n\u003Cp class=\"xmsolistparagraph\"\u003EFor example, in finance, when major banks went public, the amount of work employees had to do “increased exponentially”, says Cohan. “Demand for what they did skyrocketed, and the demand on the employees then skyrocketed.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210426-is-extreme-working-culture-worth-the-big-rewards-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Wall Street New York","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210426-is-extreme-working-culture-worth-the-big-rewards-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"xmsolistparagraph\"\u003EIn general, he believes “senior people don’t really want to do that much work. They do the important work of bringing in clients, but once the client is brought in, they push that work down to junior people”. And, often, there aren’t enough lower-level workers; compensation is the biggest expense for financial institutions, so generating profits means hiring fewer people, which can compound the amount of work that trickles down, adds Cohan.\u003C\u002Fp\u003E\n\u003Cp class=\"xmsolistparagraph\"\u003EHe thinks many prospective employees have a sense of the workload they have to take on if they’re able to land one of these competitive jobs. Cohan cites motivating factors that make some workers accept the conditions: a substantial pay cheque as well as prestige, “bragging rights” of working at a household-name company and opportunities for advancement if minted by one of these institutions.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210426-is-extreme-working-culture-worth-the-big-rewards-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"It’s a boot-camp mentality – William D Cohan","id":"worklife\u002Farticle\u002F20210426-is-extreme-working-culture-worth-the-big-rewards-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"xmsolistparagraph\"\u003E“It’s a boot-camp mentality,” says Cohan – simply part of the process of succeeding at a high level.\u003C\u002Fp\u003E\n\u003Cp class=\"xmsolistparagraph\"\u003EThese prospective employees do mostly understand the impending workload, agrees Christopher R Di Fronzo, associate director of the Tufts Finance Initiative at Tufts University in Massachusetts, US, which helps place students in finance, consulting and entrepreneurial jobs. However, as graduates across these fields reconnect as alumni, he’s noticed some have underestimated the hours. “Once you live it,” says De Fronzo, “some find out it’s a really hard life to live.”\u003C\u002Fp\u003E\n\u003Cp class=\"xmsolistparagraph\"\u003E\u003Cstrong\u003EJumping through hoops\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"xmsolistparagraph\"\u003EBill Keenan joined Deutsche Bank, a major international investment bank in New York City, straight out of business school, following a professional ice-hockey career. He says he pursued the job due to his own “insecurity”. “I wanted to prove to myself I could do it, because all I had heard was how this is the hardest thing in the world,” he says.\u003C\u002Fp\u003E\n\u003Cp class=\"xmsolistparagraph\"\u003EKeenan, who got a job as an associate in 2016, did have a sense that he’d be heading into a difficult situation. “You know what you're getting into, and like most jobs, if you want to reap rewards you’re probably going to have to jump through hoops and do some stuff that’s painful along the way.”\u003C\u002Fp\u003E\n\u003Cp class=\"xmsolistparagraph\"\u003EKeenan says he pulled many anxious late nights feeling “crushed”, and some of his experiences do chime with the current points cited in the Goldman Sachs survey. (“There were a lot of sweaty shirts, crying and not knowing what I was doing.”). However, he caveats that the conditions outlined by the 13 analysts who put together the notes aren’t necessarily representative of every experience – it’s a small sample size.\u003C\u002Fp\u003E\n\u003Cp class=\"xmsolistparagraph\"\u003EYes, says Keenan, the environment was hard. No, he adds, “I was never abused. I would never use that word”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210426-is-extreme-working-culture-worth-the-big-rewards-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Bill Keenan","imageOrientation":"square","id":"worklife\u002Farticle\u002F20210426-is-extreme-working-culture-worth-the-big-rewards-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ERegardless, Keenan believes there’s opportunity to take the stress off younger workers; he says the long hours and the feeling that “your life is over for six months” if you get staffed on a project isn’t necessary. He suggests part of ameliorating conditions may be better time management on the part of those higher up the chain: condensing project timelines, for instance, since there’s actually a lot of “sitting in your cube”, waiting for your email to ping. Another element boils down to respect. “I certainly think that being more in touch with the human side of these people [will help]… You get more out of people if you treat them better.”\u003C\u002Fp\u003E\n\u003Cp class=\"xmsolistparagraph\"\u003E“I don’t think there’s a silver bullet to this,” continues Keenan. He’s quick to add, however, that “the answer \u003Ca href=\"https:\u002F\u002Fwww.bloomberg.com\u002Fnews\u002Farticles\u002F2021-03-18\u002Fjefferies-offers-junior-bankers-a-peloton-bike-apple-perks?sref=lgADY7dy\"\u003Eisn’t giving junior bankers a Peloton\u003C\u002Fa\u003E”, a reward Jefferies Financial Group recently offered to hard-working junior bankers.\u003C\u002Fp\u003E\n\u003Cp class=\"xmsolistparagraph\"\u003E\u003Cstrong\u003EMoving the needle?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIt’s not necessarily a coincidence that this group of Goldman Sachs analysts chose the current moment in which to speak up, bucking the grin-and-bear-it culture.\u003C\u002Fp\u003E\n\u003Cp class=\"xmsolistparagraph\"\u003EThere are a mix of factors at play: the ubiquity of social media, where the survey initially appeared; the rise of a generation more\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210226-the-unlikely-place-young-workers-fight-mental-health-taboos\"\u003E conscious of workplace toxicity and mental health\u003C\u002Fa\u003E; and a general sentiment of activism for equity.\u003C\u002Fp\u003E\n\u003Cp class=\"xmsolistparagraph\"\u003EThe pandemic may have become a factor, too. Keenan notes that, from his experience, office camaraderie was one of the things that buoyed him through the worst days. In isolation during forced remote work, many of these tough experiences may be made even tougher, exacerbating their effects.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210426-is-extreme-working-culture-worth-the-big-rewards-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"There were a lot of sweaty shirts, crying and not knowing what I was doing – Bill Keenan","id":"worklife\u002Farticle\u002F20210426-is-extreme-working-culture-worth-the-big-rewards-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESo, could this uncharacteristic boldness – even if led by only a few employees, all protected by anonymity – mark the start of meaningful transformation? Perhaps a new cohort of values-centric workers could pressure a seemingly ingrained culture to budge – something that Di Fronzo says his graduates increasingly desire.\u003C\u002Fp\u003E\n\u003Cp\u003EUnfortunately, it may not be that simple. Despite an environment that may be riper for status-quo disruption than ever, change driven by this most junior tier of the workforce may not be on the horizon anytime soon – or, perhaps, even realistic to expect.\u003C\u002Fp\u003E\n\u003Cp\u003EDeloitte researchers suggest that these \u003Ca href=\"https:\u002F\u002Fwww2.deloitte.com\u002Fcontent\u002Fdam\u002FDeloitte\u002Flu\u002FDocuments\u002Ffinancial-services\u002Flu-culture-financial-services.pdf\"\u003Edeeply ingrained work cultures may be difficult to shift\u003C\u002Fa\u003E, in part due to how many years they’ve spent taking root. And in order for meaningful change to take place, one-off initiatives or reactive responses may not help; rather, long-term programmes, grounded in “realistic expectations” and supported by senior staff are required to move the needle. These changes also depend on communication from more junior members of staff – but when cut-throat environments traditionally don’t encourage pushback or feedback, bad culture easily perpetuates. That may make it particularly hard for a new class of workers to revolutionise much of anything – no matter how much their values diverge from those who came before them.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210426-is-extreme-working-culture-worth-the-big-rewards-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"finance graduates at london financial district","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210426-is-extreme-working-culture-worth-the-big-rewards-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EFrom his vantage point, Keenan also remains sceptical that change is possible. It’s simple economics, he says: supply and demand. As long as there more are driven, hungry graduates than there are positions for them, Keenan believes there may not be enough incentive to change culture, no matter how public complaints become.\u003C\u002Fp\u003E\n\u003Cp\u003ECohan agrees. Even though Goldman Sachs responded quickly, including \u003Ca href=\"https:\u002F\u002Fwww.cnbc.com\u002F2021\u002F03\u002F18\u002Fgoldman-sachs-junior-bankers-complain-of-crushing-work-load-amid-spac-fueled-boom-in-wall-street-deals.html\"\u003Erolling out some changes\u003C\u002Fa\u003E, he doesn’t see these actions as a bellwether for progress in these organisations. “I think [these banks] view the grievances like the Goldman presentation as the price of doing business… But the reality is it’s harder to get a job at Goldman Sachs [in the US] than it is to get into Harvard.” (\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fbusiness-56452494\"\u003EGoldman Sachs provided an earlier statement\u003C\u002Fa\u003E, but did not respond to BBC Worklife requests for additional comment by time of going to press.)\u003C\u002Fp\u003E\n\u003Cp\u003EAnd it’s likely that some young workers will continue to willingly put themselves into these environments because they want the validation Keenan craved – the ability to say, \u003Cem\u003EI got out alive. \u003C\u002Fem\u003EOf course, the career springboard and promise of increasingly voluminous compensation in an upwardly mobile environment doesn’t hurt, either. If you survive the right of passage, the pot of gold on the other side is, indeed, substantial.\u003C\u002Fp\u003E\n\u003Cp\u003EKeenan stuck around in his job for about two years, but no longer works in investment banking. His finance-career coup de grâce was a memoir, 2020’s Discussion Materials, detailing his experiences. Instead, Keenan now works in media – a far cry from 0300 mornings at a cube in a Financial District skyscraper.\u003C\u002Fp\u003E\n\u003Cp\u003EBut, knowing what he knows now, and having ended up somewhere he’s happy to be, would Keenan have taken the same path? “I would,” he says. “I think I would do it again.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210426-is-extreme-working-culture-worth-the-big-rewards-10"}],"collection":null,"disableAdverts":false,"displayDate":"2021-04-27T11:13:18Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Is extreme working culture worth the big rewards?","headlineShort":"The jobs 'crushing' young workers","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":[],"relatedStories":[],"relatedTag":null,"summaryLong":"Aspiring young workers in top-tier jobs know they’re signing up for gruelling, startlingly long hours. Are the rewards in jobs like these worth the crushing toil?","summaryShort":"\"There were a lot of sweaty shirts, crying and not knowing what I was doing\"","tag":[],"textToSpeech":false,"creationDateTime":"2021-04-26T19:58:11.30861Z","entity":"article","guid":"32cc8401-be3e-459d-81ae-e793087a93ef","id":"worklife\u002Farticle\u002F20210426-is-extreme-working-culture-worth-the-big-rewards","modifiedDateTime":"2021-09-02T05:22:21.281217Z","project":"worklife","slug":"20210426-is-extreme-working-culture-worth-the-big-rewards","cacheLastUpdated":1634675381423},"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":"61535fd445ceed412b6be29d","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":1634675381424},"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":"615361bf45ceed2582242b57","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"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\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":[],"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":[],"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":[],"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":[],"imageAlignment":"centre","imageAltText":"Nana aba Duncan","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"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":[],"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":"2021-09-02T05:16:58.392141Z","project":"worklife","slug":"20210108-the-signals-we-send-when-we-get-names-wrong","cacheLastUpdated":1634675381424},"worklife\u002Farticle\u002F20210326-the-complicated-battle-over-unconscious-bias-training":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210326-the-complicated-battle-over-unconscious-bias-training","_id":"6153611745ceed59fc228ed3","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Helping workers understand their implicit biases is helpful, in theory – but these programmes are controversial. Who’s right?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Ca href=\"https:\u002F\u002Ftheconversation.com\u002Fstarbucks-and-the-impact-of-implicit-bias-training-96491\"\u003EStarbucks\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Frework.withgoogle.com\u002Fguides\u002Funbiasing-raise-awareness\u002Fsteps\u002Fgive-your-own-unbiasing-workshop\u002F\"\u003EGoogle\u003C\u002Fa\u003E have been doing it. So have \u003Ca href=\"https:\u002F\u002Fwww.sephoranewsroom.com\u002Fpress-releases\u002Fracial-bias-in-retail-study\"\u003ESephora\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fmoney.cnn.com\u002F2018\u002F08\u002F24\u002Fnews\u002Fcompanies\u002Fpapa-johns-diversity-training\u002Findex.html\"\u003EPapa John’s\u003C\u002Fa\u003E. The UK’s Civil Service will no longer be taking part, while the Labour Party has been criticised for doing it in \u003Ca href=\"https:\u002F\u002Finews.co.uk\u002Fnews\u002Fpolitics\u002Fstarmer-backlash-compulsory-racial-bias-training-498977\"\u003E20-minute chunks\u003C\u002Fa\u003E.\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhat these organisations have in common is that they’ve all introduced some form of unconscious-bias training, which educates people about the knee-jerk preconceptions they hold and how these beliefs may affect their actions. \u003C\u002Fp\u003E\n\u003Cp\u003EBut while well-intentioned, there’s mixed evidence that unconscious-bias training works. If they’re not carefully designed, training sessions may become eye-roll-inducing obligations, and some high-profile organisations have controversially dropped the programmes. But before we throw the baby out with the bathwater, it’s important to ask: What, if anything, should replace unconscious-bias training?\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhat is unconscious bias training?\u003C\u002Fstrong\u003E\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EUnconscious bias refers to the deep-seated prejudices we all absorb due to living in deeply unequal societies. Unconscious or implicit bias can lead to instinctive assumptions that a nurse must be a woman or an engineer must be a man, that an Asian woman \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200807-the-docility-myth-flattening-asian-womens-careers\"\u003Ewon’t make a good leader\u003C\u002Fa\u003E, or that a black man \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210113-can-reality-tv-shows-help-lead-the-way-for-inclusivity\"\u003Ewill be an aggressive competitor\u003C\u002Fa\u003E. (In contrast, explicit bias leads someone to deliberately and wilfully discriminate against others.) Unconscious bias can be present even in people who genuinely believe they’re committed to equality; it’s harder to spot and root out than obvious discrimination. \u003C\u002Fp\u003E\n\u003Cp\u003EBut that doesn’t mean unconscious bias is insignificant. This under-the-surface form of bias can affect health and life in dramatic ways. For example, \u003Ca href=\"https:\u002F\u002Fwww.forbes.com\u002Fsites\u002Fchristinero\u002F2019\u002F07\u002F27\u002Fracial-stereotypes-are-making-americans-sicker\u002F\"\u003Emany medical professionals in the US\u003C\u002Fa\u003E believe that black patients are less susceptible to pain, and less likely to comply with medical advice than white patients. The quick-fire judgements of \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Farticle\u002F20200827-is-it-possible-to-rid-police-officers-of-bias\"\u003Epolice officers\u003C\u002Fa\u003E are also very fraught; some research suggests that US police instinctively see darker faces as being more criminal. There are also lots of examples of \u003Ca href=\"https:\u002F\u002Fwww.academia.edu\u002F43190340\u002FBiases_in_Selection_and_Recruitment\"\u003Eunconscious bias at the recruitment stage\u003C\u002Fa\u003E. Hiring managers may gravitate to candidates who are similar to them, assume that male candidates are more competent, or see a ‘black-sounding’ name on an application, and instinctively associate that person with aggression.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210326-the-complicated-battle-over-unconscious-bias-training-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"File image of white doctor treating black male patient","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210326-the-complicated-battle-over-unconscious-bias-training-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAs the Black Lives Matter movement has driven demand for reforms, \u003Ca href=\"https:\u002F\u002Fwww.personneltoday.com\u002Fhr\u002Fbusiness-improve-diversity-but-overreliance-training-unconscious-bias\u002F\"\u003Emany organisations\u003C\u002Fa\u003E have considered adopting unconscious-bias training to address their roles in perpetuating racism and inequality. This kind of training seeks to make participants aware of their biases, in a blame-free manner. \u003C\u002Fp\u003E\n\u003Cp\u003EThe training can take many forms, in-person or online. You might take some form of implicit-association test, in which you’re presented with a quickfire series of images, and have to make rapid judgements of them, e.g. ‘black’, ‘white’, ‘good’, ‘bad’. You might attend a presentation about how biases affect people from stigmatised groups, and the ubiquity of such biases. You might roleplay as a hiring manager, to consider how differently you evaluate mock candidates from different groups. And you might participate in workshops that suggest strategies for overcoming bias, for instance through repeated exposure to counter-stereotypes. \u003C\u002Fp\u003E\n\u003Cp\u003ETogether with other forms of diversity training, unconscious bias training has become a massive industry. McKinsey estimated in 2017 that each year about \u003Ca href=\"https:\u002F\u002Fwww.mckinsey.com\u002Ffeatured-insights\u002Fgender-equality\u002Ffocusing-on-what-works-for-workplace-diversity\"\u003E$8bn\u003C\u002Fa\u003E (£5.8bn) was spent on diversity training just in the US. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhy are some organisations rejecting it?\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EAccording to Fatima Tresh, a social and organisational psychologist who works for the UK diversity consultancy Delta Alpha Psi, there’s been a rapid rise and fall of such training. In 2020, even as organisations have grappled with their anti-racism responsibilities, there was a distinct trend of workplaces moving away from unconscious bias training. \u003C\u002Fp\u003E\n\u003Cp\u003EThe UK’s Civil Service \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fnews\u002Feducation-55309923\"\u003Escrapped this training late in 2020\u003C\u002Fa\u003E, and urged other public-sector organisations to do the same. The parliamentary statement drew on damning \u003Ca href=\"https:\u002F\u002Fwww.gov.uk\u002Fgovernment\u002Fpublications\u002Funconscious-bias-and-diversity-training-what-the-evidence-says\"\u003Eresearch from the Nudge Unit\u003C\u002Fa\u003E (a behavioural research company that advises the UK government and other organisations) arguing that implicit bias training had little impact on behaviours or long-term attitudes. For instance, such training had had little effect on the representation of women in management.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210326-the-complicated-battle-over-unconscious-bias-training-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Bill Michael","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20210326-the-complicated-battle-over-unconscious-bias-training-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EPrivate companies have also experienced conflict over this issue. KPMG is one of many large firms providing unconscious bias training to its employees, which it’s been rolling out since 2014. In an online meeting made public in February, KPMG’s UK chair, Bill Michael, called the concept of unconscious bias “complete and utter crap”, adding: “Because after every single unconscious bias training that has ever been done, nothing’s ever improved.” His comments (on Covid-19 as well as bias training) led to an outcry from staff and others, after which Michael \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fnews\u002Fbusiness-56038215\" target=\"_blank\"\u003Eapologised and resigned\u003C\u002Fa\u003E. \u003C\u002Fp\u003E\n\u003Cp\u003ETresh believes that the backlash against unconscious bias training stems from the attitude that “it’s a tick-box exercise: if everybody in the organisation just attends this e-learning module or quick training session, that will fix all of our problems or will show that we’re not a biased or discriminatory organisation”. Employees may sleepwalk their way through a training session that seems like just an item on a checklist to boost a company’s image. And a one-and-done approach to training can create the harmful impression that prejudice can be swiftly and neatly dispatched before returning to business as usual.\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EMoreover, although this kind of training may be well-intended, a significant body of research suggests that it has \u003Ca href=\"https:\u002F\u002Fwww.fastcompany.com\u002F90515678\u002Fscience-explains-why-unconscious-bias-training-wont-reduce-workplace-racism-heres-what-will\"\u003Elimited effects\u003C\u002Fa\u003E on changing beliefs in the long term, or improving representation of minority groups in the workplace. In the worst cases, the training can backfire – making participants feel that they don’t need to worry about bias anymore because they’ve done the training, or teaching them that such bias can never be eradicated.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210326-the-complicated-battle-over-unconscious-bias-training-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"It works only when you’re the most uncomfortable – Katerina Bezrukova","id":"worklife\u002Farticle\u002F20210326-the-complicated-battle-over-unconscious-bias-training-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EYet Katerina Bezrukova, who researches management and organisational behaviour at the University at Buffalo, believes that the backlash isn’t a product of organisations tracking outcomes (all too often, they don’t). She believes it’s partly because such training makes people uncomfortable – something that’s needed if it is going to succeed. “It works only when you’re the most uncomfortable,” she says. Confronting social differences and ingrained ways of thinking is challenging, even frightening. Bezrukova points out that “human nature is to take the easy way” – and the easy way here is to defensively reject challenging new information. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhat’s the way forward?\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThe British government \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Fpolitics\u002F2020\u002Fdec\u002F15\u002Fuk-ministers-criticised-for-failing-to-find-alternative-to-unconscious-bias-training\"\u003Ehas been criticised\u003C\u002Fa\u003E for getting rid of a diversity programme without an alternative in place; the Civil Service says its new strategy, focusing on behavioural change rather than bias training, is not yet ready. Those formulating a new strategy should consider a number of factors that are associated with more effective inclusion programmes. \u003C\u002Fp\u003E\n\u003Cp\u003EOne is the importance of being clear and specific about the objectives of an inclusion programme. If unconscious bias training is designed solely to kick-start awareness raising, then it can do some good; indeed, \u003Ca href=\"https:\u002F\u002Fwww.equalityhumanrights.com\u002Fen\u002Fpublication-download\u002Funconscious-bias-training-assessment-evidence-effectiveness\" target=\"_blank\"\u003Eawareness raising is the most common achievement\u003C\u002Fa\u003E. \u003C\u002Fp\u003E\n\u003Cp\u003EBut achieving behavioural change is harder. If a company wants to increase representation of minorities in senior management, then relying on bias training alone is likely to fail – and to give employees a sour experience of diversity initiatives. For concrete change, this training has to \u003Ca href=\"https:\u002F\u002Fwww.semanticscholar.org\u002Fpaper\u002FA-meta-analytical-integration-of-over-40-years-of-Bezrukova-Spell\u002Fb08025b407f427f041f894c5e5c73fb2f2d789d5\" target=\"_blank\"\u003Ebe part of an integrated process\u003C\u002Fa\u003E, and organisations need to be willing to invest in that longer-term process rather than the short fix of a one-off training session. A 30- or 60-minute training session can’t begin to compete with a lifetime of absorbed prejudice and structural inequalities, after all. A perfunctory session also sends a message to employees that an organisation isn’t taking bias seriously.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210326-the-complicated-battle-over-unconscious-bias-training-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Certain elements of unconscious bias training are worth retaining if they are contributing to a longer-term, sustainable programme – Fatima Tresh","id":"worklife\u002Farticle\u002F20210326-the-complicated-battle-over-unconscious-bias-training-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBut \u003Ca href=\"https:\u002F\u002Fknowledge.wharton.upenn.edu\u002Farticle\u002Fdoes-diversity-training-work\u002F\"\u003Elonger training sessions aren’t enough\u003C\u002Fa\u003E. What’s key is continuity and embedding these within larger structural change. According to Chester Spell, who researches management at Rutgers University, this doesn’t have to be a costly proposition. “I don’t think it’s so much a matter of you have to spend massive amounts of dollars into this, instead of be something that’s ongoing… something that’s part of the company’s way of doing business.” \u003C\u002Fp\u003E\n\u003Cp\u003ETo change practices holding back minority groups, more concrete steps are needed. These could include reforming \u003Ca href=\"https:\u002F\u002Fwww.mckinsey.com\u002Ffeatured-insights\u002Fgender-equality\u002Ffocusing-on-what-works-for-workplace-diversity\" target=\"_blank\"\u003Erecruitment processes\u003C\u002Fa\u003E (for instance, rethinking language on job adverts that evokes stereotypically male traits, or removing photos, names and mentions of age from job applications). \u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2016\u002F07\u002Fwhy-diversity-programs-fail\" target=\"_blank\"\u003EMentoring\u003C\u002Fa\u003E is particularly useful for underrepresented groups. “Certain elements of unconscious bias training are worth retaining if they are contributing to a longer-term, sustainable programme,” says Tresh. \u003C\u002Fp\u003E\n\u003Cp\u003EAnd although it may seem thuddingly obvious, diversity breeds more diversity. Talking to varied groups of people reduces bias, for \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Farticle\u002F20200827-is-it-possible-to-rid-police-officers-of-bias\" target=\"_blank\"\u003Epolice officers\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2016\u002F07\u002Fwhy-diversity-programs-fail\" target=\"_blank\"\u003Eoffice workers\u003C\u002Fa\u003E alike. In the short term, the pandemic has limited opportunities for varied social interaction. But organisations that genuinely care about diversity need to think longer term, for instance assessing whether they’re supporting policies to desegregate the regions where they operate. \u003C\u002Fp\u003E\n\u003Cp\u003EUltimately, the politicised furore over unconscious bias training may be allowing for some convenient scapegoating of this particular approach, rather than more careful scrutiny of broad challenges. \u003C\u002Fp\u003E\n\u003Cp\u003E“I think unconscious bias training is comparable to all types of diversity and inclusion training,” reflects Tresh. “The deeper you go, the more thoughtful you are in your design, the more impact it will have. And, so, I think the move away from unconscious bias training is helpful if we’re moving toward deeper learning and behaviour change. I think a move away from it is unhelpful if we’re just looking for other tick-box solutions to diversity and inclusion challenges.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210326-the-complicated-battle-over-unconscious-bias-training-8"}],"collection":[],"disableAdverts":false,"displayDate":"2021-03-29T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The complicated battle over unconscious-bias training","headlineShort":"Why bias training is so controversial","image":[],"imageAlignment":"centre","imageAltText":"File image of anonymous workers","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"Group of office workers in a circle","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Helping workers understand their implicit biases is helpful, in theory – but these programmes are controversial. Who’s right?","summaryShort":"Employers are arguing over helping workers understand their prejudices – why?","tag":[],"textToSpeech":false,"creationDateTime":"2021-03-28T20:21:06.77028Z","entity":"article","guid":"cf35ccac-e47f-4f93-9003-e202b40250f3","id":"worklife\u002Farticle\u002F20210326-the-complicated-battle-over-unconscious-bias-training","modifiedDateTime":"2021-09-02T05:21:03.547932Z","project":"worklife","slug":"20210326-the-complicated-battle-over-unconscious-bias-training","cacheLastUpdated":1634675381424},"worklife\u002Farticle\u002F20210330-the-harmful-ableist-language-you-unknowingly-use":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210330-the-harmful-ableist-language-you-unknowingly-use","_id":"615361ba45ceed21077cddcb","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fsara-novi"],"bodyIntro":"Some of our most common, ingrained expressions have damaging effects on millions of people – and many of us don't know we're hurting others when we speak.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EI like being deaf. I like the silence as well as the rich culture and language deafness affords me. When I see the word ‘deaf’ on the page, it evokes a feeling of pride for my community, and calls to me as if I’m being addressed directly, as if it were my name.\u003C\u002Fp\u003E\n\u003Cp\u003ESo, it always stings when I’m reminded that for many, the word ‘deaf’ has little to do with what I love most – in fact, its connotations are almost exclusively negative. For example, in headlines across the world – \u003Ca href=\"https:\u002F\u002Fthenevadaindependent.com\u002Farticle\u002Fwill-nevadas-latest-gun-safety-legislation-fall-on-deaf-ears\"\u003ENevada’s proposed gun safety laws\u003C\u002Fa\u003E, \u003Ca href=\"https:\u002F\u002Fwww.saultstar.com\u002Fnews\u002Fpleas-from-the-elderly-can-no-longer-fall-on-deaf-ears\"\u003Epleas from Ontario’s elderly\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002F7news.com.au\u002Fnews\u002Fweather\u002Fqueensland-safety-warnings-fall-on-deaf-ears-as-dozens-enter-floodwaters-on-gold-coast-c-2413534\"\u003Eweather safety warnings in Queensland\u003C\u002Fa\u003E – have all “fallen on deaf ears”.\u003C\u002Fp\u003E\n\u003Cp\u003EThis kind of ‘ableist’ language is omnipresent in conversation: making a “dumb” choice, turning a “blind eye” to a problem, acting “crazy”, calling a boss “psychopathic”, having a “bipolar” day. And, for the most part, people who utter these phrases aren’t intending to hurt anyone – more commonly, they don’t have any idea they’re engaging in anything hurtful at all.\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, for disabled people like me, these common words can be micro-assaults. For instance, “falling on deaf ears” provides evidence that most people associate deafness with wilful ignorance (even if they consciously may not). But much more than individual slights, expressions like these can do real, lasting harm to the people whom these words and phrases undermine – and even the people who use them in daily conversation, too.\u003C\u002Fp\u003E\n\u003Cp class=\"m5411531060625065570xmsonormal\"\u003E\u003Cstrong\u003ENot a small problem \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"m5411531060625065570xmsolistparagraph\"\u003EAbout \u003Ca href=\"https:\u002F\u002Fwww.worldbank.org\u002Fen\u002Ftopic\u002Fdisability\" target=\"_blank\"\u003E1 billion people worldwide\u003C\u002Fa\u003E – 15% of the global population – have some type of documented disability. In the US, this proportion is even larger, at about \u003Ca href=\"https:\u002F\u002Fwww.cdc.gov\u002Fncbddd\u002Fdisabilityandhealth\u002Finfographic-disability-impacts-all.html#:~:text=61%20million%20adults%20in%20the,is%20highest%20in%20the%20South\" target=\"_blank\"\u003Eone in four people\u003C\u002Fa\u003E, with \u003Ca href=\"https:\u002F\u002Fassets.publishing.service.gov.uk\u002Fgovernment\u002Fuploads\u002Fsystem\u002Fuploads\u002Fattachment_data\u002Ffile\u002F692771\u002Ffamily-resources-survey-2016-17.pdf\" target=\"_blank\"\u003Esimilar rates reported in the UK\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp class=\"m5411531060625065570xmsolistparagraph\"\u003EDespite these numbers, disabled people experience widespread discrimination at nearly every level of society. This phenomenon, known as \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fblogs-ouch-27840472\"\u003E'ableism'\u003C\u002Fa\u003E – discrimination based on disability – can take on various forms. Personal ableism might look like name-calling, or committing violence against a disabled person, while systemic ableism refers to the inequity disabled people experience as a result of laws and policy.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210330-the-harmful-ableist-language-you-unknowingly-use-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09c8hrw"],"imageAlignment":"centre","imageAltText":"Sara Novic","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210330-the-harmful-ableist-language-you-unknowingly-use-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"m5411531060625065570xmsolistparagraph\"\u003EBut ableism can also be indirect, even unintentional, in the form of linguistic micro-aggressions. As much as we all like to think we’re careful with the words we choose, ableist language is a pervasive part of our lexicon. Examples in pop culture are everywhere, and you’ve almost certainly used it yourself.\u003C\u002Fp\u003E\n\u003Cp class=\"m5411531060625065570xmsolistparagraph\"\u003EFrequently, ableist language (known to some as ‘disableist’ language) \u003Ca href=\"https:\u002F\u002Fdiversity.caltech.edu\u002Fdocuments\u002F1901\u002Fableist_terms.pdf\"\u003Ecrops up in the slang we use\u003C\u002Fa\u003E, like calling something “dumb” or “lame”, or making a declaration like, “I’m so OCD!”. Though these might feel like casual slights or exclamations, they still do damage.\u003C\u002Fp\u003E\n\u003Cp class=\"m5411531060625065570xmsolistparagraph\"\u003EJamie Hale, the London-based CEO of Pathfinders Neuromuscular Alliance, a UK charity run for and by people with neuromuscular conditions, notes that the potential for harm exists even if the words are not used against a disabled person specifically. “There's a sense when people use disableist language, that they are seeing ways of being as lesser,” says Hale. “It is often not a conscious attempt to harm disabled people, but it acts to construct a world-view in which existing as a disabled person is [negative].”\u003C\u002Fp\u003E\n\u003Cp class=\"m5411531060625065570xmsolistparagraph\"\u003EUsing language that equates disability to something negative can be problematic in several ways.\u003C\u002Fp\u003E\n\u003Cp class=\"m5411531060625065570xmsolistparagraph\"\u003EFirst, these words give an inaccurate picture of what being disabled actually means. “To describe someone as ‘crippled by’ something is to say that they are 'limited' [or] 'trapped', perhaps,” says Hale. “But those aren't how I experience my being.”\u003C\u002Fp\u003E\n\u003Cp\u003EDisability as metaphor is also an imprecise way to say of saying what we really mean. The phrase ‘fall on deaf ears’, for example, both perpetuates stereotypes and simultaneously obscures the reality of the situation it describes. Being deaf is an involuntary state, whereas hearing people who let pleas ‘fall on deaf ears’ are making a conscious choice to ignore those requests. Labelling them ‘deaf’ frames them as passive, rather than people actively responsible for their own decisions.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210330-the-harmful-ableist-language-you-unknowingly-use-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Ableist language crops up in the slang we use, like calling something “dumb” or “lame”, or making a declaration like, “I’m so OCD!”","id":"worklife\u002Farticle\u002F20210330-the-harmful-ableist-language-you-unknowingly-use-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"m5411531060625065570xmsolistparagraph\"\u003EHale adds that using disability as a shorthand for something negative or inferior reinforces negative attitudes and actions, and fuels the larger systems of oppression in place. “We build a world with the language we use, and for as long as we're comfortable using this language, we continue to build and reinforce disableist structures,” they say.\u003C\u002Fp\u003E\n\u003Cp class=\"m5411531060625065570xmsolistparagraph\"\u003E\u003Cstrong\u003ESay what?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"m5411531060625065570xmsolistparagraph\"\u003EIf ableist language is so harmful, why is it so common? Why might someone who would never purposefully insult a disabled person outright still find ableist expressions among their own vocabulary?\u003C\u002Fp\u003E\n\u003Cp class=\"m5411531060625065570xmsolistparagraph\"\u003EAbleist language as colloquialism functions like any other slang term: people repeat it because they’ve heard others say it, a mimicry that on its face suggests use is undiscerning. However, according to University of Louisville linguistics professor DW Maurer, while anyone can create slang term, the expression will only \u003Ca href=\"https:\u002F\u002Fwww.britannica.com\u002Ftopic\u002Fslang\"\u003E“gain currency according to the unanimity of attitude within the group”\u003C\u002Fa\u003E. This suggests ableist slang is ubiquitous because, on some level, the speakers believe it to be true.\u003C\u002Fp\u003E\n\u003Cp class=\"m5411531060625065570xmsolistparagraph\"\u003EIt’s possible for individuals to be truly unconscious of these biases within themselves, and unaware of the ableism couched in their own everyday sayings. But the fact is, discussions about the negative effect of a word such as “dumb” – a term originally denoting a deaf person who did not use speech, but which now functions as slang for something brutish, uninteresting or of low intelligence – have been happening in \u003Ca href=\"https:\u002F\u002Fwww.jstor.org\u002Fstable\u002F44468186\"\u003Edeaf and disabled circles for centuries\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp class=\"m5411531060625065570xmsolistparagraph\"\u003EAccording to Rosa Lee Timm, the Maryland, US-based chief marketing officer of non-profit organisation Communication Service for the Deaf, these conversations have remained largely unexamined by the mainstream because non-disabled people believe that ableism doesn’t affect them, and ableist language perpetuates and justifies that belief.\u003C\u002Fp\u003E\n\u003Cp class=\"m5411531060625065570xmsolistparagraph\"\u003E“Ableist language encourages a culture of separation. It defines, excludes and marginalises people,” says Timm. She adds that this allows non-disabled people to be bystanders in the face of ableist culture infrastructure at large.\u003Cstrong\u003E \u003Cbr \u002F\u003E\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"m5411531060625065570xmsolistparagraph\"\u003E\u003Cstrong\u003EA boomerang effect\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAlthough these words and phrases are obviously harmful to the groups they marginalise, non-disabled people who casually use ableist language may be negatively impacting themselves, too.\u003C\u002Fp\u003E\n\u003Cp\u003E“What happens to this group of hearing, non-disabled people later in life – be it hearing loss, an accident, a health issue, aging or any number of things – when they transition to the disabled community?” says Timm. “The ableist language they used has created an oppressive environment.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210330-the-harmful-ableist-language-you-unknowingly-use-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09c8hfl"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210330-the-harmful-ableist-language-you-unknowingly-use-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ETimm notes this ‘environment’ includes an impact on their own self-worth. “Beauty standards are a good comparison, in terms of language’s psychological power,” she says. “As a parent, if I say, ‘wow, that’s beautiful’ or ‘that’s ugly’, my children see that and internalise it… This can have a profound impact, particularly if they examine themselves and feel like they don’t match the standard… The same goes for ability.”\u003C\u002Fp\u003E\n\u003Cp\u003EHale seconds the idea that nondisabled people who experience disability later in life will be harmed by the rhetoric they use today. They also note that the divisive nature of ableist language can even have a negative impact on people who will never experience disability.\u003C\u002Fp\u003E\n\u003Cp\u003E“It hurts all of us when we de-humanise ways of being, and construct them wholly in the negative,” they say.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EDismantling ableist structures\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EGiven how ingrained ableism is in our society, rooting it out may seem an overwhelming task. Being aware of the words you use each day is a necessary step in the process. “Dismantling disableist structures doesn't start with language, but building a world without them requires that we change our language,” says Hale.\u003C\u002Fp\u003E\n\u003Cp\u003EExamining your own go-to phrases and attempting to replace them\u003Ca href=\"https:\u002F\u002Fwww.autistichoya.com\u002Fp\u002Fableist-words-and-terms-to-avoid.html\" target=\"_blank\"\u003E with less problematic synonyms\u003C\u002Fa\u003E is a good start. “Think about what you mean. Don't just repeat a phrase because you've heard it, think about what you're trying to convey,” says Hale.\u003C\u002Fp\u003E\n\u003Cp\u003EOften avoiding ableist euphemisms just means choosing more straightforward and literal language – rather than “fall on deaf ears”, one might say “ignoring” or “choosing not to engage”.  \u003C\u002Fp\u003E\n\u003Cp\u003ELanguage is ever-changing, so eliminating ableism from your vocabulary will be an ongoing process rather than a static victory. You may stumble, but checking in with disabled people is an effective way to find your footing and continuing to build a more inclusive vocabulary. “My advice is always to listen,” says Timm. “Ask questions, avoid assumptions, and start by listening to the people who are impacted the most. Think about whether your own word choice is contributing to their oppression.”\u003C\u002Fp\u003E\n\u003Cp\u003EIt may feel uncomfortable, but discomfort and vulnerability necessitate introspection, which Hale points to as keys to dismantling ableist attitudes. “According to [disability equality charity] Scope, \u003Ca href=\"https:\u002F\u002Fwww.scope.org.uk\u002Fmedia\u002Fpress-releases\u002Fbrits-feel-uncomfortable-with-disabled-people\u002F\"\u003Etwo-thirds of the British population feel uncomfortable talking to a disabled person\u003C\u002Fa\u003E,” says Hale. “Why? If you can work out why you're uncomfortable, you're well en route to changing it.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210330-the-harmful-ableist-language-you-unknowingly-use-6"}],"collection":["worklife\u002Fpremium-collection\u002Fequality-matters"],"disableAdverts":false,"displayDate":"2021-04-05T15:44:20Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The harmful ableist language you unknowingly use","headlineShort":"The harmful 'ableist' words you use","image":["p09c8hjw"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20200922-why-dinner-table-syndrome-is-getting-worse-for-deaf-people","worklife\u002Farticle\u002F20210108-the-signals-we-send-when-we-get-names-wrong","worklife\u002Farticle\u002F20210326-the-complicated-battle-over-unconscious-bias-training"],"relatedTag":null,"summaryLong":"Some of our most common, ingrained expressions have damaging effects on millions of people – and many of us don't know we're hurting others when we speak.","summaryShort":"Some of our most common expressions actually hurt millions of people","tag":["tag\u002Fhow-we-live"],"textToSpeech":false,"creationDateTime":"2021-04-05T20:08:57.91018Z","entity":"article","guid":"2eb6b866-c716-4bb9-bb94-178fd5029e83","id":"worklife\u002Farticle\u002F20210330-the-harmful-ableist-language-you-unknowingly-use","modifiedDateTime":"2021-09-02T05:21:17.258212Z","project":"worklife","slug":"20210330-the-harmful-ableist-language-you-unknowingly-use","cacheLastUpdated":1634675381423},"worklife\u002Farticle\u002F20200827-how-self-control-can-actually-unleash-your-dark-side":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20200827-how-self-control-can-actually-unleash-your-dark-side","_id":"615361eb45ceed3b8c675ea8","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"People with great willpower are often lauded over their peers with less self-control. But having strong character may not always be a good thing.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cem\u003E\u003Cstrong\u003EAs we head into 2021, Worklife is running our best, most insightful and most essential stories from 2020. Read our full list of the year’s top stories \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Ftags\u002Fbest-of-worklife-2020\"\u003Ehere\u003C\u002Fa\u003E.\u003C\u002Fstrong\u003E\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EA few years ago, 80 Parisians were given the chance to take part in the pilot of a new gameshow, called La Zone Xtrême. The producer greeted each participant at the studio and told them that they would appear in pairs – one as a “questioner”, and one as the “contestant”.\u003C\u002Fp\u003E\n\u003Cp\u003EIt was only once the participants arrived on stage, and the host explained the rules, that things got decidedly dark. The questioner was told to punish the contestant for any wrong answers with a sharp electric shock. They would have to increase the intensity each time, up to a total of 460 volts – more than twice the voltage of a European power outlet. If the pair made it through 27 rounds, they would win the show. The contestant was then taken into a chamber and strapped into a chair, while the questioner sat centre stage, and the game commenced.\u003C\u002Fp\u003E\n\u003Cp\u003ESince it was simply a pilot show, the participants were told there was no monetary prize for winning the game – yet the vast majority of the questioners continued to administer the shocks, even after they could hear the screams of pain emanating from the chamber.\u003C\u002Fp\u003E\n\u003Cp\u003EThankfully, these cries for help were just an act – there was no electric shock. The questioners were unknowingly participating in elaborate experiment that allowed scientists to explore the way various personality traits could influence moral behaviour. You might expect the worst offenders to have been impulsive and antisocial – or, at the very least, with no strength of character. Yet \u003Ca href=\"https:\u002F\u002Fonlinelibrary.wiley.com\u002Fdoi\u002Fabs\u002F10.1111\u002Fjopy.12104\"\u003Ethe French scientists found the exact opposite\u003C\u002Fa\u003E. It was the participants who scored highest on conscientiousness – a trait normally associated with \u003Ca href=\"https:\u002F\u002Fwww.tandfonline.com\u002Fdoi\u002Fabs\u002F10.1080\u002F030572499103188\"\u003Ecareful, disciplined and moral behaviour\u003C\u002Fa\u003E – who were willing to administer the greatest shocks.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20200827-how-self-control-can-actually-unleash-your-dark-side-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"left","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200827-how-self-control-can-actually-unleash-your-dark-side-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“The people who are accustomed to being agreeable and organised, and whose social integration is good, find it more difficult to disobey,” explains Laurent Bègue, a behavioural scientist at the University of Grenoble-Alpes who analysed the participants’ behaviour. And in this case, that personality profile meant they were willing to torture another human being.\u003C\u002Fp\u003E\n\u003Cp\u003EThese findings join a spate of new studies showing that people with high self-control and discipline have a surprising dark side. This research can help us understand why model citizens sometimes turn toxic, with important implications for our understanding of unethical behaviour in the workplace and beyond.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EOvercoming impulses\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EFor decades, \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002Fabs\u002F10.1177\u002F0963721417744322?journalCode=cdpa\"\u003Eself-control had been seen as an unalloyed advantage\u003C\u002Fa\u003E. It can be assessed in various ways – from the questionnaires studying conscientiousness (which considers someone’s preference for self-discipline and organisation) to experimental measures of willpower (\u003Ca href=\"https:\u002F\u002Fwww.theatlantic.com\u002Fhealth\u002Farchive\u002F2014\u002F09\u002Fwhat-the-marshmallow-test-really-teaches-about-self-control\u002F380673\u002F\"\u003Esuch as the famous “Marshmallow Test”\u003C\u002Fa\u003E).\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200827-how-self-control-can-actually-unleash-your-dark-side-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"The traits that lead people to act immorally may not just be mundane – but actually desirable – in other situations","id":"worklife\u002Farticle\u002F20200827-how-self-control-can-actually-unleash-your-dark-side-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn each case, people with high self-control were seen to perform better at school and work and to adopt healthier lifestyles; they are less likely to overeat or take drugs, and more likely to exercise. Their ability to overcome their baser urges meant that people with higher self-control were also less likely to act aggressively or violently, and were less likely to have a criminal record. For these reasons, self-control was believed to contribute to the strength of someone’s “character”; some scientists even went as far as to argue that it comprises a kind of “\u003Ca href=\"https:\u002F\u002Fonlinelibrary.wiley.com\u002Fdoi\u002Fabs\u002F10.1111\u002F1467-6494.00086\"\u003Emoral muscle\u003C\u002Fa\u003E” determining our capacity to act ethically.\u003C\u002Fp\u003E\n\u003Cp\u003EIn the mid-2010s, however, Liad Uziel at Israel’s Bar-Ilan University began to investigate whether context might play an important role in determining the consequences of our self-control. He speculated that the trait was just a useful tool that allows people to achieve any goal – both good and bad. In many situations, our social norms reward people cooperating with others, and so people with high self-control happily toe the line. And if we change those social norms, then people with high self-control might turn out to be less than scrupulous in their treatment of others.\u003C\u002Fp\u003E\n\u003Cp\u003ETo test the idea, Uziel turned to a standard psychological experiment called the “\u003Ca href=\"https:\u002F\u002Fen.wikipedia.org\u002Fwiki\u002FDictator_game\"\u003Edictator game\u003C\u002Fa\u003E” in which one participant is given a sum of money, and offered the chance to share it with a partner. Thanks to our social norms to be cooperative, people are often quite generous. “Rationally, there is no reason to give the second player any sum,” explains Uziel, “but people often give about a third of the endowment to others.” The researchers found that the people with high self-control were generous if they feared that they would be judged for their stingy behaviour. If their actions were private, however, without the fear of judgement from others, then \u003Ca href=\"https:\u002F\u002Fonlinelibrary.wiley.com\u002Fdoi\u002Fabs\u002F10.1002\u002Fper.1972\"\u003Ethey were much more selfish than people with low self-control\u003C\u002Fa\u003E – choosing to further their own self-interests rather than help others. In these circumstances, they kept almost all the sum to themselves.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200827-how-self-control-can-actually-unleash-your-dark-side-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200827-how-self-control-can-actually-unleash-your-dark-side-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EPeople high in self-control also appear to be more careful about \u003Cem\u003Ewhen\u003C\u002Fem\u003E they commit an anti-social act and avoid getting caught. David Lane and colleagues at Western Illinois University in the US recently questioned people about certain dubious behaviours and whether they had suffered the consequences of their actions. Sure enough, they found that people with \u003Ca href=\"https:\u002F\u002Flinkinghub.elsevier.com\u002Fretrieve\u002Fpii\u002FS0191886916310339\"\u003Ehigh self-control were more likely to avoid punishment for dangerous driving and cheating on tests\u003C\u002Fa\u003E, compared to people with poorer self-control. Once again, they seem to be carefully judging the social norms of what is acceptable behaviour, and adhering to them when the misdeed is more likely to affect their reputation.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EExtermination machines\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThese are dubious moral acts, but if the social norms allow it, strong willpower can contribute to acts of cruelty. In one macabre study, psychologist Thomas Denson at the University of New South Wales in Australia invited participants into the lab with an unusual task – to feed bugs into a coffee grinder. Unbeknown to the participants, the “extermination machine” was rigged to allow the bugs to escape before they were killed – but the grinder still made an unnerving crunching sound as the insects worked their way through machine. The aim of the experiment, the participants were told, was to better understand certain “human-animal interactions” – a justification for the task that should have rendered the act more socially acceptable to the participants.\u003C\u002Fp\u003E\n\u003Cp\u003EThe effects of self-control, it turned out, depended on people’s sense of moral responsibility. For people who were particularly concerned about the ethical consequences of their actions, increased self-control made little difference to the outcome. They killed a moderate number of bugs, but their greater self-control didn’t seem to make it any easier to obey the orders. For the rest of the participants, however, greater self-control significantly increased the number of bugs they were willing to crush. They seemed keener to carry out the scientists’ request, and they were better able to override any feelings of aversion to the task – turning them into more efficient killers.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200827-how-self-control-can-actually-unleash-your-dark-side-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"People high in self-control appear to be more careful about when they commit an anti-social act and avoid getting caught","id":"worklife\u002Farticle\u002F20200827-how-self-control-can-actually-unleash-your-dark-side-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe “players” of La Zone Xtrême showed a very similar pattern of behaviours – only on a much larger scale. The experiment was inspired by Stanley Milgram’s controversial experiments in the 1960s, which had tested whether participants would be willing to torture another person with electric shocks in the name of science. Milgram’s experiment was taken to show people’s unflinching obedience to authority – but the French researchers wanted to know which kinds of personalities were most susceptible. They found that the participants with higher self-control (as measured through a test of conscientiousness) \u003Ca href=\"https:\u002F\u002Fonlinelibrary.wiley.com\u002Fdoi\u002Fabs\u002F10.1111\u002Fjopy.12104\"\u003Ewere willing to dish out around 100 volts more\u003C\u002Fa\u003E to their partner in the game – to the point that their partner fell silent, feigning unconsciousness or death.\u003C\u002Fp\u003E\n\u003Cp\u003EInterestingly, high agreeableness – the desire to please others – was the only other personality trait to increase this callous behaviour. “They tended to electrocute the victim more, probably to avoid an unpleasant conflict with the TV presenter,” says Bègue. “They wished to be reliable people and to keep their commitment.”\u003C\u002Fp\u003E\n\u003Cp\u003EIn their paper, Bègue’s team contrast the discoveries with 20th Century philosopher Hannah Arendt’s assessment of high-ranking Nazi Adolf Eichmann. Arendt famously coined the phrase “the banality of evil” to describe how mundane people, like Eichmann, can commit acts of great cruelty. According to Bègue’s research, the traits that lead people to act immorally may not just be mundane – but actually \u003Cem\u003Edesirable\u003C\u002Fem\u003E – in other situations. People with high conscientious and agreeableness are the people we would normally choose to be our employees or our spouses.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200827-how-self-control-can-actually-unleash-your-dark-side-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200827-how-self-control-can-actually-unleash-your-dark-side-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EToxic workplace\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EBègue emphasises that this research needs to be replicated before we can draw general conclusions about human nature, but it is interesting to speculate whether traits like high self-control could predict someone’s involvement in many everyday acts of immorality – large and small.\u003C\u002Fp\u003E\n\u003Cp\u003EIt would all depend on the strength of the social norms, says Lane. “I do think these results could generalise to other behaviours if people could convince themselves they were victimless crimes that others already do,” says Lane. There is some evidence, for instance, that \u003Ca href=\"https:\u002F\u002Fwww.articlegateway.com\u002Findex.php\u002FJAF\u002Farticle\u002Fview\u002F2181\"\u003Etax avoidance increases with conscientiousness\u003C\u002Fa\u003E – which would fit these findings. In the workplace, meanwhile, the model employees may also be the people who steal from the company “under the perception ‘they won’t even miss that money’,” says Lane.\u003C\u002Fp\u003E\n\u003Cp\u003EUziel, meanwhile, suspects that someone with high self-control is more likely to act ruthlessly when group cohesion starts to fall apart, including times when their own\u003Ca href=\"https:\u002F\u002Fdoi.org\u002F10.1016\u002Fj.paid.2020.110009\"\u003E sense of power or authority is threatened\u003C\u002Fa\u003E, or when they feel in competition with others. They could proverbially stab you in the back to gain a new promotion, for instance – or kowtow to a boss while disregarding how their behaviour will affect others. \u003C\u002Fp\u003E\n\u003Cp\u003EIf so, we might start to appreciate the people around us who are a little bit less disciplined and agreeable than the rest. They may frustrate us with their unreliability, but in La Zone Xtrême, at least, they are the ones you would want to decide your fate.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EDavid Robson is the author of \u003C\u002Fem\u003E\u003Ca href=\"http:\u002F\u002Fwww.davidrobson.me\u002Fthe-intelligence-trap\"\u003E\u003Cem\u003EThe Intelligence Trap: Why Smart People Do Dumb Things\u003C\u002Fem\u003E\u003C\u002Fa\u003E (WW Norton\u002FHodder & Stoughton)\u003Cem\u003E, which examines the cutting-edge psychology of irrational thinking and the best ways to make wiser decisions. 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\u002F20200827-how-self-control-can-actually-unleash-your-dark-side-10"}],"collection":null,"disableAdverts":false,"displayDate":"2020-09-01T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"How self-control can actually unleash your dark side","headlineShort":"The dark side of willpower","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":[],"summaryLong":"People with great willpower are often lauded over their peers with less self-control. But having strong character may not always be a good thing.","summaryShort":"The very traits that lead to good behaviour can also lead to cruelty","tag":[],"textToSpeech":false,"creationDateTime":"2020-08-31T19:56:43.515578Z","entity":"article","guid":"e5502196-37b2-4a7e-b312-453686ee7207","id":"worklife\u002Farticle\u002F20200827-how-self-control-can-actually-unleash-your-dark-side","modifiedDateTime":"2021-09-02T05:11:02.670781Z","project":"worklife","slug":"20200827-how-self-control-can-actually-unleash-your-dark-side","cacheLastUpdated":1634675381424},"worklife\u002Farticle\u002F20200923-why-arrogance-is-dangerously-contagious":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20200923-why-arrogance-is-dangerously-contagious","_id":"6153604f45ceed7c45771380","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Overconfidence can delude us into dangerous thought or actions – and that same arrogance can also spread to others like wildfire, too.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn the late 1980s, the aptly named psychologist James Reason wanted to understand the flawed thinking behind road accidents. He took to the streets and supermarket car parks around Manchester, UK, and asked a total of 520 drivers to estimate the number of times they’d committed certain offences. Did they regularly fail to check their rear-view mirror, for instance? Or had they entered the wrong lane when approaching a junction? Beside the list of errors and violations, the participants were also asked to estimate how their driving ability compared to others’ – whether it was better or worse than average.\u003C\u002Fp\u003E\n\u003Cp\u003EGiven the sheer amount of time many people spend behind the wheel, you’d hope that most of the drivers would have at least some awareness of their own abilities. Yet Reason found that this couldn’t have been further from the truth. Of the 520 drivers, \u003Ca href=\"https:\u002F\u002Fpubmed.ncbi.nlm.nih.gov\u002F20073122\u002F\"\u003Ejust five considered that they were worse than average – fewer than 1%\u003C\u002Fa\u003E. The rest – even the truly abysmal drivers who were constantly making errors – considered themselves to be at least as good as the next person, and many thought they were a lot better. It was, essentially, a mass delusion that rendered them completely blind to their own failings.\u003C\u002Fp\u003E\n\u003Cp\u003EThree decades later, psychologists have documented similarly deluded levels of confidence for many different traits and abilities. We tend to think we are more intelligent, creative, athletic, dependable, considerate, honest and friendly than most people (a phenomenon that is often known as the “better-than-average effect”). “The evidence is extremely – even unusually – strong,” says Ethan Zell, an associate professor of psychology at the University of North Carolina at Greensboro, who recently conducted \u003Ca href=\"https:\u002F\u002Fpubmed.ncbi.nlm.nih.gov\u002F31789535\u002F\"\u003Ea meta-analysis of the studies so far\u003C\u002Fa\u003E. The strength of the effect has made it a classroom favourite, he says. “It basically never fails. If you give people a questionnaire where they rate themselves relative to the average, almost everyone in the class thinks they're above average at almost everything.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20200923-why-arrogance-is-dangerously-contagious-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200923-why-arrogance-is-dangerously-contagious-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe consequences may be serious. As Professor Reason had implied, overconfidence of our own skills on the road may lead to risky driving and serious accidents. In medicine, \u003Ca href=\"https:\u002F\u002Fpubmed.ncbi.nlm.nih.gov\u002F18440350\u002F\"\u003Eit can lead to fatal diagnostic error\u003C\u002Fa\u003E; in law, it can lead to \u003Ca href=\"https:\u002F\u002Fwww.npr.org\u002Ftemplates\u002Fstory\u002Fstory.php?storyId=5133441\"\u003Efalse accusations and miscarriages of justice\u003C\u002Fa\u003E. And in business, managerial arrogance puts companies at a greater chance of both \u003Ca href=\"https:\u002F\u002Fwww.sciencedirect.com\u002Fscience\u002Farticle\u002Fabs\u002Fpii\u002FS0165410111000644\"\u003Ecommitting fraud\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fefmaefm.org\u002F0efmameetings\u002Fefma%20annual%20meetings\u002F2018-Milan\u002Fpapers\u002FEFMA2018_0504_fullpaper.pdf\"\u003Edeclaring bankruptcy\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EIt’s little wonder, then, that overconfidence is often known as the “mother of all biases”; the Nobel Prize-winning scientist Daniel Kahneman famously remarked that if he had a magic wand that could change one thing about human psychology, \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Fbooks\u002F2015\u002Fjul\u002F18\u002Fdaniel-kahneman-books-interview\"\u003Ehe would eliminate our superiority complex\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003ENow, \u003Ca href=\"https:\u002F\u002Fdoi.org\u002F10.1037\u002Fxge0000787\"\u003Efascinating new research\u003C\u002Fa\u003E by Joey Cheng, an assistant professor of psychology at York University, shows that overconfidence can be contagious. “If you have been exposed to an overconfident person, then you become more likely to overestimate your own relative standing,” she says. It’s a tendency that could cause dangerously deluded thinking to spread through a team.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200923-why-arrogance-is-dangerously-contagious-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"If you have been exposed to an overconfident person, then you become more likely to overestimate your own relative standing – Joey Cheng","id":"worklife\u002Farticle\u002F20200923-why-arrogance-is-dangerously-contagious-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EConfidence cascades\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ECheng says that she had been inspired by the anecdotal reports of behaviour on Wall Street, where arrogance appears to be rife. “When you go to other sectors like education, you often don't hear teachers being described in the same way”. These differences led her to wonder whether certain groups of people might actually encourage the development an inflated ego in others. Some previous research had hinted at this possibility, showing that \u003Ca href=\"http:\u002F\u002Fmadoc.bib.uni-mannheim.de\u002F2646\u002F\"\u003Ebankers’ overconfidence tends to grow with their time spent in the profession\u003C\u002Fa\u003E – which would make sense, if they were “catching” the behaviour from their colleagues – but Cheng wanted to put the idea to the test in the laboratory.\u003C\u002Fp\u003E\n\u003Cp\u003EHer first experiment had two stages. Individually, the participants were asked to look at photos of people’s faces and attempt to guess various personalities based on their expressions – a task that \u003Ca href=\"https:\u002F\u002Fcollaborate.princeton.edu\u002Fen\u002Fpublications\u002Fpersonality-impressions-from-facial-appearance-2\"\u003Esome people are able to do with reasonable accuracy\u003C\u002Fa\u003E. To gauge their confidence, the participants were asked to rate their perceptions of their abilities, compared to the rest of the group.\u003C\u002Fp\u003E\n\u003Cp\u003EThe participants then had to do the same task in pairs, after which they were again asked to rate their own abilities, allowing her to see whether the arrogance of one person would rub off on another. Sure enough, she found that humbler participants were much more likely to increase their own ratings once they had been placed with an overconfident partner. “It was quite remarkable,” Cheng says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200923-why-arrogance-is-dangerously-contagious-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200923-why-arrogance-is-dangerously-contagious-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe results of the second experiment were even more striking. Once again, they had to work on a simple perceptual task, which involved guessing someone’s weight from their photo. This time, however, the participants did not work in real pairs, but were presented with some example responses of another participant. In reality, the responses were fake, allowing Cheng to create the person of someone who was clearly self-deluded. They might see someone in the bottom 10% – far below average – who claimed to be among the top quarter, for instance.\u003C\u002Fp\u003E\n\u003Cp\u003EParticipants might have seen the other’s overt overconfidence here as a warning sign; instead, they simply mimicked the behaviour. Being exposed to someone who was outrageously overconfident inflated a person’s own perceived ranking by around 17%. It was the exact opposite of the participants who had been shown the profile of a more realistic participant – they tended to underestimate their rank by around 11%.\u003C\u002Fp\u003E\n\u003Cp\u003EIn further experiments, Cheng confirmed that the illusion of superiority, caught from one peer, can then be transmitted to another person – a “cascade” that could lead it permeate through a group from a single source. She also documented a “spill-over effect”, so that once you catch overconfidence in one domain, you may become more arrogant in another. To make matters worse, the consequences can last long after the interaction – just a few minutes of exposure to an arrogant person skewed the participants’ own judgements days later.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200923-why-arrogance-is-dangerously-contagious-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Whenever you unfoundedly brag about your skills, you may be sending ripples of overconfidence throughout your social network","id":"worklife\u002Farticle\u002F20200923-why-arrogance-is-dangerously-contagious-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EZell is impressed with the findings. “I think the research is very interesting and well-conducted, and helps us understand the origins of overconfidence and why it is larger in some groups than others,” he says. He suspects it arises from the creation of social norms. “Seeing others exhibit overconfident behaviour could make it seem more culturally valued or appropriate.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EMysterious mechanisms\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E Cheng’s results fit with many other studies of conformity, including our \u003Ca href=\"https:\u002F\u002Fecontent.hogrefe.com\u002Fdoi\u002Fabs\u002F10.1027\u002F1614-0001\u002Fa000217?journalCode=jid\"\u003Ememories of a shared event\u003C\u002Fa\u003E, our \u003Ca href=\"https:\u002F\u002Fdoi.org\u002F10.1016\u002Fj.neuron.2008.11.027\"\u003Eperceptions of beauty\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.sciencedirect.com\u002Fscience\u002Farticle\u002Fabs\u002Fpii\u002FS0022103114001243\"\u003Eour political opinions\u003C\u002Fa\u003E. “Just by being exposed to someone, you are more likely to acquire their ways of behaving and their ways of thinking,” she says.\u003C\u002Fp\u003E\n\u003Cp\u003EIt’s easy to imagine how that could occur in a workplace, she adds. “Let's say you are a financial banker. You are pretty calibrated when you first entered the business, but as you get more engrossed in that environment, you see that some people tend to make boastful statements, and they have this amazingly confident appearance in how they talk and how they communicate non verbally. And you, in turn, could become a bit of a clone of that person.”\u003C\u002Fp\u003E\n\u003Cp\u003EIn her paper, Cheng cites the energy company \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Fbooks\u002F2002\u002Fnov\u002F04\u002Fenron.business\"\u003EEnron as a potential example\u003C\u002Fa\u003E of the ways this dynamic could soon become rife in organisation. The corporation was once the seventh largest company in the US, but it declared bankruptcy in 2001 after reports of widespread fraud and corruption. Enron’s “culture of arrogance” is now infamous, with one former employee stating that “There’s no question that Enron people arrogantly thought they were smarter than everybody else.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200923-why-arrogance-is-dangerously-contagious-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200923-why-arrogance-is-dangerously-contagious-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Our findings suggest that some of that [overconfidence] might have been due to this social contagion effect,” Cheng says. “And that could have led many individuals to have adopted the questionable practices that contributed to its downfall.”\u003C\u002Fp\u003E\n\u003Cp\u003EGiven these results, Cheng suggests that organisations rethink the kinds of behaviours they reward in their current employees. “Leaders and managers need to be very mindful of the effects of certain individuals on others, because their overconfidence could really spread widely.” These findings might also inform hiring decisions. Besides being more realistic themselves, humbler team members could also temper the overconfidence of the whole team. “They could help ground the group back in reality.”\u003C\u002Fp\u003E\n\u003Cp\u003EOn a personal level, you might at least pay a little more attention to your own attitudes – including your perception of your own driving. Whenever you unfoundedly brag about your skills, you may be sending ripples of overconfidence throughout your social network, subtly sustaining the mass delusion that James Reason had helped document all those years ago.\u003C\u002Fp\u003E\n\u003Cp\u003E--\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EDavid Robson is a science writer and author of \u003C\u002Fem\u003E\u003Ca href=\"http:\u002F\u002Fwww.davidrobson.me\u002Fthe-intelligence-trap\"\u003E\u003Cem\u003EThe Intelligence Trap: Why Smart People Make Dumb Mistakes\u003C\u002Fem\u003E\u003C\u002Fa\u003E\u003Cstrong\u003E\u003Cem\u003E,\u003C\u002Fem\u003E\u003C\u002Fstrong\u003E\u003Cem\u003E which examines the psychology of irrationality and the best ways to make wiser decisions. 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\u002F20200923-why-arrogance-is-dangerously-contagious-10"}],"collection":null,"disableAdverts":false,"displayDate":"2020-09-29T14:08:30Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why arrogance is dangerously contagious","headlineShort":"Why arrogance is dangerously contagious","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Overconfidence can delude us into dangerous thought or actions – and that same arrogance can also spread to others like wildfire, too.","summaryShort":"Cocky people can transmit their flawed thinking to the people around them","tag":[],"textToSpeech":false,"creationDateTime":"2020-09-28T21:37:33.048119Z","entity":"article","guid":"1dc74fa5-079f-41d5-9431-fa3071168dbc","id":"worklife\u002Farticle\u002F20200923-why-arrogance-is-dangerously-contagious","modifiedDateTime":"2021-09-02T05:12:18.340298Z","project":"worklife","slug":"20200923-why-arrogance-is-dangerously-contagious","cacheLastUpdated":1634675381424},"worklife\u002Farticle\u002F20201104-how-to-function-in-times-of-uncertainty":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20201104-how-to-function-in-times-of-uncertainty","_id":"6153614445ceed71bc703f87","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Your brain hates uncertainty. But the good news is that you can do something to get to the other side of ambiguity (at least for a little while).","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThis has been a year marred by deep and all-encompassing uncertainty. More than three-quarters of a year into a global pandemic, none of us can be sure when – or if – life will go back to normal. We don’t know how, or whether, the world’s economy will bounce back. And in the United States, after one of the most bitter political contests in memory, we’re not entirely sure who’s been elected president.\u003C\u002Fp\u003E\n\u003Cp\u003EIn short, there’s very little we can be certain about, and that can feed a lot of fear. The brain, after all, is designed to react negatively to uncertainty. Evolutionarily speaking, the more information we have at our disposal, the safer we feel, especially when it’s information about something that poses a threat to our wellbeing.\u003C\u002Fp\u003E\n\u003Cp\u003E“We’re wired to worry,” says Margaret Cochran, a psychotherapist based in San Jose, California. “It’s a survival mechanism; our brains have not evolved much over the last 10,000 years, and we still need to remember where the tiger is more than we need to remember where the blueberries are.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20201104-how-to-function-in-times-of-uncertainty-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20201104-how-to-function-in-times-of-uncertainty-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWorry, especially the kind that accompanies a drawn-out period of extreme uncertainty, can have physical ramifications. “Our fight-or-flight response gets activated,” says Cochran. “Then we end up with a whole lot of chemicals in the system.” It’s supposed to be a short-term reaction: once the threat is gone, the brain chemicals released by fear return to normal. But “the uncertainty we’re currently experiencing is not a tiger we can run from”, adds Cochran, “so it goes on day after day and our bodies are full of cortisone and adrenaline”. And that’s not great news, since disproportionate levels of those stress hormones can contribute to high blood pressure, obesity and more.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201104-how-to-function-in-times-of-uncertainty-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"We’re wired to worry - Margaret Cochran","id":"worklife\u002Farticle\u002F20201104-how-to-function-in-times-of-uncertainty-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOf course, says Connecticut-based psychologist Roseanne Capanna-Hodge, the most obvious impacts of uncertainty are mental. “Right now, we all feel such a loss of control,” she says. “Between Covid, all the changes we’ve experienced in recent months… Change, good or bad, makes people really uncomfortable. The majority of people don’t do well with change.”\u003C\u002Fp\u003E\n\u003Cp\u003ESo, if the precariousness of our present situation has sent you reeling, you’re definitely not alone. But, as helpless as you may feel, the good news is that you can get better at facing the unknown, using these dos and don’ts for dealing with uncertainty.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EDon’t: Look too far ahead (or behind)\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhen you begin to worry, says Ryan Jane Jacoby, a staff psychologist and instructor at Harvard Medical School and Massachusetts General Hospital, you can fall into a rabbit hole of perseverative thinking, mulling the negatives over and over in your mind.\u003C\u002Fp\u003E\n\u003Cp\u003E“You’re trying to problem solve in the past, or trying to predict what’s going to happen in the future,” she says. “It’s not that either of those are inherently bad – it does make sense to sometimes pull apart what went wrong, or prepare for what’ll happen – but the mental load of that worry and rumination can get exhausting.”\u003C\u002Fp\u003E\n\u003Cp\u003EJacoby adds that \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpmc\u002Farticles\u002FPMC4116082\u002F\"\u003Edata suggests\u003C\u002Fa\u003E the amount of ruminating on the past and worrying about the future people do is tied to the onset and duration of depression and anxiety. The more you let those thoughts fester, the more likely you are to develop those conditions, and the longer they’re likely to last.\u003C\u002Fp\u003E\n\u003Cp\u003EWorrying about things that are too far in the future to predict with any accuracy – like the success or failure of whoever becomes US president over the next four years, or the development and distribution of a Covid-19 vaccine – doesn’t have any cognitive benefits. Instead, Jacoby says, those concerns should get deferred. “We start trying to make plans or prepare for things that are too far down the road,” she says. “Instead, use worry postponement: tell yourself, ‘I can’t make this decision now, I’ll think about it in X-number of weeks’, and commit to tolerating the uncertainty until then.”\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201104-how-to-function-in-times-of-uncertainty-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20201104-how-to-function-in-times-of-uncertainty-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EDo: Keep busy in the short term \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ERather than focusing on an uncertain future, bring yourself back to the present. Mindfulness practices and meditation can be helpful, as can re-directing your attention.\u003C\u002Fp\u003E\n\u003Cp\u003E“Absorbing activities keep you immersed in the here-and-now,” says Jacoby. Choose things that are not routine for you, and that require all of your concentration – things like painting, puzzling, playing music or a challenging physical activity like climbing or skiing.\u003C\u002Fp\u003E\n\u003Cp\u003E“As far as anxiety and panic, the most comforting things to do are things with your hands,” says Cochran. “It can have a hypnotic effect on the brain, when it’s busy thinking, ‘knit one, purl two’, over and over. You calm down, stop thinking about other things and focus on what you’re doing. Colouring does that, and even copying things longhand can help. If you’re in really bad shape, open a book and start copying and see what happens.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EDon’t: Imagine all the worst-case scenarios \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EOften, a desire to be prepared for all possible negative outcomes can turn into “hyper-certainty that things will be bad”, says Jacoby. That kind of pessimistic mindset, common in people with depression, “is an interesting way to manage uncertainty. People start to feel like presuming the worst is easier to manage than not knowing, but it certainly isn’t healthier.”\u003C\u002Fp\u003E\n\u003Cp\u003EIt’s easy to get caught up in all the things that might go wrong. Again, we have an evolutionary imperative to recognise and avoid danger. But it’s important, says Capanna-Hodge, to “recognize the catastrophising. Then think about what can you do in that moment to break the pattern and start shifting your thinking. Have some tea, go for a walk.”\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201104-how-to-function-in-times-of-uncertainty-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20201104-how-to-function-in-times-of-uncertainty-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EDo: Try to up your optimism \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EInstead, try to adopt an optimistic view of the future. That doesn’t necessarily mean assuming only good things will happen (a recipe for near-certain disappointment), but that, whatever does happen, you’ll be OK.\u003C\u002Fp\u003E\n\u003Cp\u003EYou can start fostering optimism by altering your self-talk, says Cochran. “If we’re constantly saying to ourselves, ‘Ugh, this is awful, I don’t know how I’ll get through this, everything I know and cherish is over’, that’s what we’ll have. If you talk to yourself like, ‘OK, I don’t know how this will go, but one way or another I’ll find a way through’, you can manifest a positive mentality.”\u003C\u002Fp\u003E\n\u003Cp\u003EAnd positivity begets \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20190703-why-suffering-setbacks-could-make-you-more-successful\"\u003Eresilience\u003C\u002Fa\u003E. The role of optimism in developing a resiliency mindset is dramatic, says Capanna-Hodge. “We know through research that if you’re a person who views things positively, you have a lower rate of anxiety and depression, and a greater sense of control.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EDon’t: Try to reason away uncertainty \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIf you recognise that you’re having a hard time dealing with uncertain circumstances, it’s natural to try to reason away your discomfort by seeking more information. If you’re anxious about the emerging “second wave” of Covid-19, for instance, you might try to reason away those fears by looking at case numbers and statistics.\u003C\u002Fp\u003E\n\u003Cp\u003EBut avoid the temptation – not only because you could wind up in a hole that makes everything worse, but also since reasoning away your fears isn’t a sustainable solution, even if you might get a temporary jolt of calm.\u003C\u002Fp\u003E\n\u003Cp\u003E“Someone who’s been anxious about the election might’ve been constantly looking at polls to try to feel like, ‘OK, this is going to work out,’” says Jacoby. Unfortunately, the strategy “tends to backfire. The problem is that trying to reason it away will only work temporarily, if at all, because there’s still a lingering ‘what if’”.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EDo: Embrace the unknown \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe best way to handle uncertainty is to try to get comfortable with it. Consider it exposure therapy: the more you’re able to “sit with it, rather than trying to fix it”, says Jacoby, “the more you learn you can handle it”.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd you do have to handle it – we all do – because things don’t seem to be getting any less ambiguous, anytime soon. “The only certainty in the universe is change,” says Cochran. “To fight it is unproductive and destructive. If there’s a big windstorm, trees that bend and flex survive. The trees that don’t bend crack and fall down and die. Human beings are the same.”\u003C\u002Fp\u003E\n\u003Cp\u003EThings may seem out of control – and in the grand scheme of things, maybe they are. But that doesn’t mean you can’t regain command of your own life.\u003C\u002Fp\u003E\n\u003Cp\u003E“We can’t control politics. We can’t control the weather,” says Capanna-Hodge. “We can’t control traffic. The pandemic is continuing, and we can’t control that, either. But we can control the thoughts we have, who’s in our life and what we hear and see. We do have a lot of control, and we need to start focusing on that.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201104-how-to-function-in-times-of-uncertainty-8"}],"collection":null,"disableAdverts":false,"displayDate":"2020-11-05T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"How to function in times of uncertainty","headlineShort":"Why you're 'wired to worry'","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Your brain hates uncertainty. But the good news is that you can do something to get to the other side of ambiguity (at least for a little while).","summaryShort":"The dos and don’ts of thriving when so much is up in the air","tag":[],"textToSpeech":false,"creationDateTime":"2020-11-04T21:02:31.459043Z","entity":"article","guid":"4df54e77-6971-416d-bd1a-4f77da138d78","id":"worklife\u002Farticle\u002F20201104-how-to-function-in-times-of-uncertainty","modifiedDateTime":"2021-09-02T05:14:24.012693Z","project":"worklife","slug":"20201104-how-to-function-in-times-of-uncertainty","cacheLastUpdated":1634675381424},"worklife\u002Farticle\u002F20210202-how-mindfulness-can-blunt-your-feelings-and-spike-anxiety":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210202-how-mindfulness-can-blunt-your-feelings-and-spike-anxiety","_id":"6153605c45ceed7c516f1a93","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fdavid-robson"],"bodyIntro":"Stress, anxiety, productivity: mindfulness is often touted as a solution to nearly everything. But research shows that you can actually take meditation too far.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EFor around 20 years, I’ve struggled with periods of anxiety, and turned to mindfulness meditation as a means of quelling those feelings. At its best, the benefits would often perfectly match the hype. Focusing my attention on my breath or my body would calm my nagging internal voice, and I’d return to normal life feeling energised and invigorated.\u003C\u002Fp\u003E\n\u003Cp\u003EFar too often, however, I’d end the session feeling much worse than when I began. Rather than relaxing, my heart would begin to accelerate, or my inner monologue would take a nasty turn, as unpleasant memories and feelings of failure and hopelessness flooded my mind. These events became so frequent that I now only use mindfulness occasionally.\u003C\u002Fp\u003E\n\u003Cp\u003EI had assumed that I was just uniquely bad at taming my thoughts. Yet a growing body of research suggests that such stories may be surprisingly common, with one study from 2019 showing that at least \u003Ca href=\"https:\u002F\u002Fjournals.plos.org\u002Fplosone\u002Farticle?id=10.1371\u002Fjournal.pone.0216643\"\u003E25% of regular meditators have experienced adverse events\u003C\u002Fa\u003E, from panic attacks and depression to an unsettling sense of “dissociation”.\u003C\u002Fp\u003E\n\u003Cp\u003EGiven these reports, one researcher has even founded a non-profit organisation, Cheetah House, that offers support to ‘meditators in distress’. “We had more that 20,000 people contact us in the year 2020,” says Willoughby Britton, who is an assistant professor in psychiatry and human behaviour at Brown University. “This is a big problem.”\u003C\u002Fp\u003E\n\u003Cp\u003EHow could something that is apparently so beneficial for so many people turn out to have such disturbing effects for others? And are there any ways to gain the benefits of meditation without running into these risks?\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210202-how-mindfulness-can-blunt-your-feelings-and-spike-anxiety-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p095tv9q"],"imageAlignment":"centre","imageAltText":"woman meditating","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210202-how-mindfulness-can-blunt-your-feelings-and-spike-anxiety-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003E‘You can only crank up your attention dial so far’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIn any discussion of mindfulness, it’s important to remember that there are many different techniques that train particular types of thinking and being. The best-known strategies are mindful breathing, in which you focus on the feelings of respiration, and the body scan, in which you pass your attention from head to toe, noting any physical sensations that arise in the course of the session.\u003C\u002Fp\u003E\n\u003Cp\u003EThese kinds of practices are meant to ground you in the present moment and the effects can be seen in brain scans, with growth in the insula cortex, a region that is involved in bodily perception and emotion. As a result, mindfulness training can leave us more in touch with our feelings, which is important for good decision making. Many mindfulness practices also encourage a more general “observing awareness”, in which you train yourself to notice your thoughts and feelings without reacting or judging. With practice, this can increase your capacity for emotional regulation so that you are no longer as susceptible to flashes of anger, for instance.\u003C\u002Fp\u003E\n\u003Cp\u003EIdeally, these changes should complement each other and result in greater wellbeing. But that’s only possible if they occur in balance and moderation. Unfortunately, some meditators may pass the optimum point on either one of these elements, leading to distress.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210202-how-mindfulness-can-blunt-your-feelings-and-spike-anxiety-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"We’ve had an overwhelming number of people contacting the lab and saying, ‘I can't feel anything, I don't feel any love for my family. What do I do?’ – Willoughby Britton","id":"worklife\u002Farticle\u002F20210202-how-mindfulness-can-blunt-your-feelings-and-spike-anxiety-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ETake the effects of body scan, with the heightened activity in the insular cortex. “It’s like somebody turned up the volume knob, and the intensity of all your emotions is going to be louder,” says Britton, whose recent paper reviewed \u003Ca href=\"https:\u002F\u002Fwww.sciencedirect.com\u002Fscience\u002Farticle\u002Fpii\u002FS2352250X18301453\"\u003Ethe potential ways that meditation could backfire\u003C\u002Fa\u003E. Eventually, your sensitivity to every slight change could become overwhelming. The result could be full-on panic attacks, as, indeed, around \u003Ca href=\"https:\u002F\u002Fjournals.plos.org\u002Fplosone\u002Farticle?id=10.1371\u002Fjournal.pone.0183137\"\u003E14% meditators reported in a Portuguese study\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EOther meditators might have the opposite problem. Studies have shown that meditation can increase activity in the dorsolateral prefrontal cortex, for instance, which in turn regulates the limbic system, and the amygdala, another region where emotional salience is processed. In the right amount, prefrontal control over the limbic system can result in better focus and less emotional reactivity, says Britton. But when that’s taken beyond optimal levels, it can blunt all emotions, both negative and positive, so that they no longer feel extreme joy or happiness. In extreme cases, this can result in the unsettling sense of “dissociation” from their life – which affected around 8% of meditators in the Portuguese study.\u003C\u002Fp\u003E\n\u003Cp\u003EThrough Cheetah House, Britton has heard from many people experiencing this sense of numbness. “We’ve had an overwhelming number of people contacting the lab and saying, ‘I can't feel anything, I don't feel any love for my family. What do I do?’”\u003C\u002Fp\u003E\n\u003Cp\u003EBesides these more extreme reactions, Britton has shown that \u003Ca href=\"https:\u002F\u002Fwww.brown.edu\u002Fresearch\u002Flabs\u002Fbritton\u002Fsites\u002Fbritton-lab\u002Ffiles\u002Fdocs\u002FBritton2010%20%20MBCT%20and%20PSG%20sleep.pdf\"\u003Eoverzealous meditation can even damage sleep\u003C\u002Fa\u003E. Among people undergoing an eight-week mindfulness course, those who meditated for more than 30 minutes a day, five days a week, tended to have worse sleep quality than those who spent less time in mindful contemplation.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210202-how-mindfulness-can-blunt-your-feelings-and-spike-anxiety-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p095tvh7"],"imageAlignment":"centre","imageAltText":"Man without sleep","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210202-how-mindfulness-can-blunt-your-feelings-and-spike-anxiety-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Similar to attention-enhancing drugs like coffee, Ritalin and cocaine, meditation can increase focus and alertness,” says Britton. “But when taken too far that can lead to anxiety, panic and insomnia, because there is both neuroanatomical and neurochemical overlap between attention and arousal systems in the brain. You can only crank up your attention dial so far before you start feeling anxious or stop sleeping.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe bigger picture\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EStill, mindfulness does appear to benefit many people.\u003C\u002Fp\u003E\n\u003Cp\u003E“Probably, for the average person, it can help with mental health promotion,” says Julieta Galante at the University of Cambridge, who \u003Ca href=\"https:\u002F\u002Fjournals.plos.org\u002Fplosmedicine\u002Farticle?id=10.1371\u002Fjournal.pmed.1003481#pmed.1003481.ref007\"\u003Erecently conducted a meta-analysis reviewing the evidence to date\u003C\u002Fa\u003E. Overall, she found that there was a positive effect, though there was large variation between studies. Like Britton, she thinks that we need more nuance in our understanding of the specific situations in which mindfulness may or may not be useful, alongside a greater investigation of the potential adverse effects.\u003C\u002Fp\u003E\n\u003Cp\u003E“We really haven’t even started to unpack this,” says Galante. She notes that most of the studies have only looked at the effects over relatively short time periods, whereas some of the adverse effects may not emerge until much later – which is important to understand, since she points out that the standard advice is to continue meditating every day for the rest of your life. “My concern is that more and more people are practising meditation every day. And maybe it’s all fine during an eight-week course, but what happens then?”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ELooking outward?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhat can we do if our own mindfulness practice is no longer working as anticipated? Galante’s meta-analysis showed that in many cases, mindfulness was no better for mental health than many other positive interventions, like physical exercise. In which case, the simplest option may be to switch to another activity that is also known to boost your overall wellbeing.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210202-how-mindfulness-can-blunt-your-feelings-and-spike-anxiety-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"One study showed that at least 25% of regular meditators have experienced adverse events, from panic attacks and depression to an unsettling sense of “dissociation”","id":"worklife\u002Farticle\u002F20210202-how-mindfulness-can-blunt-your-feelings-and-spike-anxiety-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EFor those who still like the idea of contemplation, it may be time to consider a broader range of techniques. Certain religious traditions encourage practitioners to focus on things outside your body, for instance – such as a bunch of flowers on your desk or even a passage from a poem. These may be better at calming overwhelming feelings of anxiety, or coaxing yourself out of those feelings of dissociation than observing your body or your breathing, says Britton. There’s also a growing interest in meditative techniques that encourage you to think about others’ perspectives and to cultivate feeling of compassion – \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210111-why-self-compassion-not-self-esteem-leads-to-success\"\u003Estrategies that are especially effective against feelings of loneliness\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EAt the moment, some people may feel like they have to stick with one particular strategy – like mindful breathing or the body scan – without considering the alternatives. But this is a mistake, says Britton. “We should really honour the diversity of contemplative practices that are available, because they all do different things, and people would have a much better chance of matching what they need, if they had a bigger buffet of choices.” Each person should choose the best technique – and the correct “dose” – for their particular situation, rather than doggedly pursuing a plan that is not working.\u003C\u002Fp\u003E\n\u003Cp\u003EUltimately, Britton thinks that these issues should be incorporated into all mindfulness courses – in much the same way that the visitors to a gym are taught about the potential for injury. “It comes down to giving meditators a bit more agency.”\u003C\u002Fp\u003E\n\u003Cp\u003EAnd as I discovered myself with my own ill-fated attempts to gain mindfulness, this may sometimes include the decision that enough is enough.\u003C\u002Fp\u003E\n\u003Cp\u003E-- \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EDavid Robson is the is author of \u003C\u002Fem\u003E\u003Ca href=\"http:\u002F\u002Fwww.davidrobson.me\u002Fthe-intelligence-trap\"\u003E\u003Cstrong\u003E\u003Cem\u003EThe Intelligence Trap: Why Smart People Do Dumb Things\u003C\u002Fem\u003E\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E\u003Cem\u003E (Hodder & Stoughton\u002FWW Norton). 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\u002F20210202-how-mindfulness-can-blunt-your-feelings-and-spike-anxiety-8"}],"collection":null,"disableAdverts":false,"displayDate":"2021-02-04T13:50:29Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"How too much mindfulness can spike anxiety","headlineShort":"The dark side of mindfulness","image":["p095tv66"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20200827-how-self-control-can-actually-unleash-your-dark-side","worklife\u002Farticle\u002F20200923-why-arrogance-is-dangerously-contagious","worklife\u002Farticle\u002F20201104-how-to-function-in-times-of-uncertainty"],"relatedTag":null,"summaryLong":"Stress, anxiety, productivity: mindfulness is often touted as a solution to nearly everything. But research shows that you can actually take meditation too far.","summaryShort":"Why meditation can blunt your emotions and spike anxiety","tag":["tag\u002Fhow-we-think"],"textToSpeech":false,"creationDateTime":"2021-02-03T23:41:52.655966Z","entity":"article","guid":"1fa89893-b93e-4d24-ab2d-50833f9f7698","id":"worklife\u002Farticle\u002F20210202-how-mindfulness-can-blunt-your-feelings-and-spike-anxiety","modifiedDateTime":"2021-09-02T05:18:12.700325Z","project":"worklife","slug":"20210202-how-mindfulness-can-blunt-your-feelings-and-spike-anxiety","cacheLastUpdated":1634675381424},"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":"6153618545ceed0e14166fbd","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":1634675381425},"worklife\u002Farticle\u002F20210419-how-the-pandemic-has-changed-our-sex-lives":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210419-how-the-pandemic-has-changed-our-sex-lives","_id":"6153618245ceed1104047b82","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"The pandemic has taken a major toll on our sex lives. Why are our intimate relationships flagging – and could the damage be long lasting?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBefore the pandemic, many couples lived like “two ships passing in the night”, says Houston, Texas-based sex therapist Emily Jamea. Previously overscheduled with out-of-home commitments, some partners found that pandemic-related lockdowns offered a much-needed respite. Being stuck at home let them slow down and take more time for intimate moments together – at first.\u003C\u002Fp\u003E\n\u003Cp\u003E“Initially, the pandemic gave people the opportunity to… reconnect in a way that maybe previously they were only able to do on vacation,” says Jamea. As the pandemic wore on, however, it began to “take its toll” on intimate relationships, she says. “For the majority of couples, sexual desire kind of took a nosedive.”\u003C\u002Fp\u003E\n\u003Cp\u003EStudies from around the world tell a similar story. Research conducted in \u003Ca href=\"https:\u002F\u002Fwww.nature.com\u002Farticles\u002Fs41443-020-00378-4\"\u003ETurkey\u003C\u002Fa\u003E, \u003Ca href=\"https:\u002F\u002Fwww.frontiersin.org\u002Farticles\u002F10.3389\u002Ffpsyg.2020.565823\u002Ffull\"\u003EItaly\u003C\u002Fa\u003E, \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002Fpdf\u002F10.1177\u002F2631831820971900\"\u003EIndia\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.tandfonline.com\u002Fdoi\u002Ffull\u002F10.1080\u002F01490400.2020.1774016\"\u003Ethe US\u003C\u002Fa\u003E in 2020 all points to the decline in sex with partners as well as solo acts, directly attributed to lockdown. “I think a big part of the reason for that is because so many people were just too stressed out,” says Justin Lehmiller, social psychologist and research fellow at The Kinsey Institute, which conducted the US-based study.\u003C\u002Fp\u003E\n\u003Cp\u003EFor most, pandemic-induced lockdowns created an atmosphere of uncertainty and fear. Many experienced unprecedented health-related anxiety, financial insecurity and other significant life changes. Stress caused by these factors – not to mention the problems that arise from spending too much time with another person in a cramped, indoor space – contributed to the notable decline in partnered people’s sex lives.\u003C\u002Fp\u003E\n\u003Cp\u003EIn ways, the Covid-19 world has proven toxic for sexuality – so will we be able to snap back into our sexual selves after pandemic stress dissipates, or have our relationships suffered long-lasting damage?\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA decline in desire\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAs Jamea observed, many couples did enjoy a short boost in their sex lives at the beginning of lockdowns. Rhonda Balzarini, a social psychologist and assistant professor at Texas State University, US, describes this initial spike in sexual desire as a “honeymoon” phase, when people react more constructively to stress.\u003C\u002Fp\u003E\n\u003Cp\u003E“During this phase, people tend to work together. It might be when you're going to your neighbour’s house and giving them toilet paper on the doorstep when they need it,” says Balzarini. “But then over time, as resources become more scarce, people become more stressed and the energy wears off, disillusionment and depression tend to set in. When that starts to happen is when we might be starting to see couples get in trouble.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210419-how-the-pandemic-has-changed-our-sex-lives-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"As people reported increased pandemic-related stressors, they also reported decreased sexual desire for their partners","id":"worklife\u002Farticle\u002F20210419-how-the-pandemic-has-changed-our-sex-lives-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBalzarini \u003Ca href=\"https:\u002F\u002Fpsyarxiv.com\u002Fnxkgp\u002F\"\u003Eobserved this pattern across participants, aged 18 and older,\u003C\u002Fa\u003E from 57 countries in a study she and colleagues conducted during the pandemic. At the pandemic’s onset, Balzarini and colleagues saw factors such as financial concern associated with higher sexual desire between partners. However, over time, as people reported increased pandemic-related stressors, including loneliness, general stress and Covid-19-specific worries, they also reported decreased sexual desire for their partners.\u003C\u002Fp\u003E\n\u003Cp\u003EThe big takeaway in this study, according to Balzarini, is the link among stress, depression and sexual desire. At the start of the pandemic, stressors might not have been “triggering depression” yet, she explains. But when those stressors became prolonged, people grew exhausted. Stress correlated with depression, and “depression negatively affects sexual desire”, she says.\u003C\u002Fp\u003E\n\u003Cp\u003EIn addition to the everyday stressors brought on by the pandemic, the larger threat of the virus loomed, as death and hospitalisation rates increased across the globe. This ever-present danger certainly helped kill the mood for couples.\u003C\u002Fp\u003E\n\u003Cp\u003E“You'll hear sex therapists say something along the lines of, ‘Two zebras won't mate in front of a lion’,” says Jamea. “If there's a massive threat right there, that sends a signal to our bodies that now's probably not a good time to have sex.” For that reason, “heightened stress leads to low desire or difficulty with arousal”, she says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210419-how-the-pandemic-has-changed-our-sex-lives-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210419-how-the-pandemic-has-changed-our-sex-lives-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EToo much togetherness\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhile Balzarini heard about couples taking daytime showers or mid-afternoon swims together at the start of the pandemic, those sexier-than-normal experiences eventually “lost their allure”, she says. They gave way to mounting daily demands, like messier homes, and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201203-why-the-pandemic-is-causing-spikes-in-break-ups-and-divorces\"\u003Ecouples started to nit-pick each other\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003ELehmiller describes this as the “overexposure effect”,which provides opportunities for “little habits your partner has to start to get on your nerves”. (Balzarini recalls someone telling her they never realised how loudly their partner chewed until they started eating every single meal together during lockdown.)\u003C\u002Fp\u003E\n\u003Cp\u003EThis increased time together can also seriously dampen sexual excitement. “One of the keys to maintaining desire in a long-term relationship is having some sense of mystery about your partner and some distance,” says Lehmiller. “When you see each other all the time… the sense of mystery goes away.”\u003C\u002Fp\u003E\n\u003Cp\u003ESeparated from their pre-pandemic social and professional lives, people can also begin to lose their sense of self, which can affect sexual confidence and performance. Women especially have had to push careers to the side during the pandemic, as household chores, childcare and home-schooling demands have \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fworld-55016842\"\u003Edisproportionately fallen on them\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210419-how-the-pandemic-has-changed-our-sex-lives-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"When you see each other all the time… the sense of mystery goes away – Justin Lehmiller","id":"worklife\u002Farticle\u002F20210419-how-the-pandemic-has-changed-our-sex-lives-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“That was really, really hard for a lot of women,” says Jamea. \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fworklife\u002Farticle\u002F20210409-why-we-define-ourselves-by-our-jobs\"\u003E“[Careers] are such a big part of identity\u003C\u002Fa\u003E, and we bring everything that we are into the bedroom. If we don't know who we are, all of a sudden, it can feel like there's nothing to bring.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ECan we bounce back?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ESex isn’t necessarily doomed, however. Researchers at the Kinsey Institute suggested one specific behaviour to improve couples’ sex lives: shaking things up. One in five study participants tried something new in bed, and it helped revive desire and intimacy.\u003C\u002Fp\u003E\n\u003Cp\u003E“People who tried new things were much more likely to report improvements,” says Lehmiller. New activities that helped improve partners’ sex lives included “trying new positions, acting on fantasies, engaging in BDSM and giving massages”, per the study.\u003C\u002Fp\u003E\n\u003Cp\u003EBut for those in relationships where sexual activity dwindled over the past year and has not picked back up, will there be lasting damage? It depends, say experts.\u003C\u002Fp\u003E\n\u003Cp\u003ESome may not recover “because they had such a prolonged… lack of connection”, says Lehmiller. His research also showed that some people cheated on their partners for the first time ever during the pandemic – an indiscretion that can be hard for partners to recover from. Others will continue to suffer from pandemic-related job losses as well as financial stressors that loom over relationships and can cause friction.\u003C\u002Fp\u003E\n\u003Cp\u003EBut, for many, there’s hope. With more people getting vaccinated, businesses are reopening, and some workers are returning to the office. “People are starting to fall back into their old routine,” says Jamea. She’s seeing the positive effects of this on couples in her practice.\u003C\u002Fp\u003E\n\u003Cp\u003EAny sort of return to “normalcy” is a good indicator for partners whose struggles began during the pandemic. “It’s possible that some of these couples, once the pandemic is under control… will go back to the way that things were before,” says Lehmiller. “That stressor is now removed, and their sex lives will improve.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210419-how-the-pandemic-has-changed-our-sex-lives-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-04-23T16:28:31Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"How the pandemic has changed our sex lives","headlineShort":"How Covid-19 has changed sex","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"The pandemic has taken a major toll on our sex lives. Why are our intimate relationships flagging – and could the damage be long lasting?","summaryShort":"Lately, we’re having less sex – and the pandemic has a lot to do with it","tag":[],"textToSpeech":false,"creationDateTime":"2021-04-22T20:16:05.466914Z","entity":"article","guid":"e02748d6-fe11-4f2b-8537-4da901c509fa","id":"worklife\u002Farticle\u002F20210419-how-the-pandemic-has-changed-our-sex-lives","modifiedDateTime":"2021-09-02T05:22:09.504343Z","project":"worklife","slug":"20210419-how-the-pandemic-has-changed-our-sex-lives","cacheLastUpdated":1634675381425},"worklife\u002Farticle\u002F20210216-why-do-professional-titles-actually-matter":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210216-why-do-professional-titles-actually-matter","_id":"6153606d45ceed1105746bf4","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"There are disparities in whose knowledge and experience get acknowledged. That’s why professional titles matter, especially for those less likely to be perceived as experts.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“I’m fed up of people not introducing me by my titles in public forums. I am a Dr (medic & PhD). I’m an Associate Professor. I worked hard to gain these titles & I don’t give permission to omit them. Just because I’m an ethnic minority woman doesn’t mean that I’m just ‘Nisreen’!” \u003Ca href=\"https:\u002F\u002Ftwitter.com\u002FDr2NisreenAlwan\u002Fstatus\u002F1309424063018946561\"\u003Etweeted Nisreen Alwan\u003C\u002Fa\u003E, a public health professor at the University of Southampton in the UK, last year. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Ca href=\"https:\u002F\u002Ftwitter.com\u002FDr2NisreenAlwan\u002Fstatus\u002F1309433601017208832\"\u003EAlwan explained\u003C\u002Fa\u003E she had no issue with people using her first name in conversations, emails or on social media, adding: “But it’s a common phenomenon introducing experts in public forums\u002Fplatforms which leads to more gender & ethnic bias in science and society by enforcing socially conditioned stereotypes.” \u003C\u002Fp\u003E\n\u003Cp\u003EWhile many agreed with her comments, Alwan was also criticised for being ‘uptight’ and ‘insecure’; some people who recognised the gendered aspect cast doubt on whether ethnicity was a factor. Yet her experience is far from unique. Across many fields, women who have earned formal titles report that others neglect or dismiss these titles, or even condemn women’s claims to them. The situation is especially fraught for younger women and women of colour. And while many people claim to dislike titles because of their associations with elitism, this supposed egalitarianism often only extends to one gender. \u003C\u002Fp\u003E\n\u003Cp\u003EFor better or for worse, professional titles continue to matter in the modern day – especially for those who are less likely to be perceived as experts, despite their qualifications.\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ETitles and title-holders are varied\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ETitles can mean slightly different things around the world. In Western nations, they generally come when formal study or professional qualifications have been completed, and denote sustained work to acquire expertise in a particular field. In some cultures they are applied more loosely. In Colombia, the title ‘doctor’ is used more liberally for a person in any position of authority, says Ana Maria Porras, an engineering researcher at Cornell University; and in Nigeria titles that denote respect and status but not necessarily an official qualification, like ‘marshal’ and ‘engineer’, are used \u003Ca href=\"http:\u002F\u002Fwww.jolledu.com.ng\u002Findex.php\u002Fjoll\u002Farticle\u002Fview\u002F98\"\u003Emore broadly\u003C\u002Fa\u003E. In Australia, in keeping with its overall \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fculture\u002Farticle\u002F20170619-why-british-english-is-full-of-silly-sounding-words\"\u003Einformality of language\u003C\u002Fa\u003E, titles are used less than in the UK and US, according to Leo Kretzenbacher, a linguist at the University of Melbourne.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210216-why-do-professional-titles-actually-matter-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"File image of a male professor","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210216-why-do-professional-titles-actually-matter-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhile the share of people with professional titles will differ between nations, as a group title-holders are diverse. For more than a decade, women have been the majority of people \u003Ca href=\"https:\u002F\u002Fwww.weforum.org\u002Fagenda\u002F2018\u002F10\u002Fchart-of-the-day-more-women-than-men-earned-phds-in-the-us-last-year\u002F\"\u003Eearning PhDs in the US\u003C\u002Fa\u003E. There have also been dramatic strides toward gender parity in the medical field. Across the OECD countries, the proportion of female doctors shot up \u003Ca href=\"https:\u002F\u002Fwww.oecd.org\u002Fgender\u002Fdata\u002Fwomen-make-up-most-of-the-health-sector-workers-but-they-are-under-represented-in-high-skilled-jobs.htm\"\u003Efrom 29% in 1990 to 46% in 2015\u003C\u002Fa\u003E. However, there were major differences within this group of wealthy nations. Women made up just 20% of doctors in Japan, but 74% in Latvia. \u003C\u002Fp\u003E\n\u003Cp\u003EGendered differences also persist across specialities, salaries and seniority levels; in some age brackets title-holders as a group are less diverse. In the US, the largest group of black women with doctoral degrees is aged 30 to 34, half a decade younger than white women, according to \u003Ca href=\"https:\u002F\u002Fwww.census.gov\u002Fdata\u002Ftables\u002F2018\u002Fdemo\u002Feducation-attainment\u002Fcps-detailed-tables.html\"\u003Ecensus data from 2018.\u003C\u002Fa\u003E But though this age difference is slight, there’s a major gender difference: while 35-to-39-year-olds make up the largest group of women with PhDs, for men the largest cohort are older than 75. And because perceptions of expertise are often linked to seniority, the prevalence of men in these higher age brackets makes it more likely we’ll see them on our TVs or hear them on our radios, perpetuating the idea that authority figures are generally older white men. \u003C\u002Fp\u003E\n\u003Cp\u003EThus, titles can be especially important to demonstrate the expertise of women who might appear youthful. “I have had students in the past address me as ‘Miss Porras’, and in those cases, I point out that women are less likely to be referred as ‘Dr’ after finishing their degrees than men,” explains the 33-year-old Porras. “Right after I graduated and started my current postdoctoral position, I would introduce myself and people would react to say, ‘You have a PhD? You are a doctor? You look so young!’ But I never heard people say similar things to my colleagues who are white men.”\u003C\u002Fp\u003E\n\u003Cp\u003EIndeed, in academia, some men say they prefer to drop their titles to foster more informal relationships with colleagues and students. Not all women can afford to make the same choice, as their expertise is less likely to be taken for granted. Kretzenbacher believes that the gendered difference is “an expression of male privilege – that you as a male academic, you get the benefit of the doubt that you’re an expert, or that you are a professor or a doctor or something”. That benefit of the doubt gets extended to women, and certain types of women, less often.\u003C\u002Fp\u003E\n\u003Cp\u003EYet insisting on a title can backfire. In 2018, health lecturer Siobhan O’Dwyer was \u003Ca href=\"https:\u002F\u002Fwww.inc.com\u002Fjustin-bariso\u002Fthis-woman-threw-a-fit-when-an-airline-employee-refused-to-call-her-doctor-heres-how-airline-responded.html\"\u003Eslammed\u003C\u002Fa\u003E for criticising Qantas staff for calling her ‘Miss’ rather than ‘Dr’, the title that appeared on her air ticket. O’Dwyer’s point was that there was a disparity between men and women being called Dr, yet \u003Ca href=\"https:\u002F\u002Ftwitter.com\u002FSiobhan_ODwyer\u002Fstatus\u002F1035490124589674496\"\u003Edetractors (male and female alike) sneered\u003C\u002Fa\u003E that she was a ‘needy’, ‘crazy, entitled & vain feminist’ who need to watch her ‘ego’, ‘sweetie’. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EDevaluing women’s expertise\u003C\u002Fstrong\u003E\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIn fact, there’s abundant evidence that women’s professional titles are used by others far less frequently than men’s titles. Some of the clearest data comes from the medical field. \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210216-why-do-professional-titles-actually-matter-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210216-why-do-professional-titles-actually-matter-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn \u003Ca href=\"https:\u002F\u002Ftheconversation.com\u002Fwhats-in-a-title-when-it-comes-to-doctor-more-than-you-might-think-127979\"\u003Eone study of\u003C\u002Fa\u003E formal meetings in US hospitals known as ‘grand rounds’, researchers found that women introduced speakers by their formal titles 96% of the time. But men introducing female speakers only used their titles on 49% of occasions, although they applied the titles to male speakers 72% of the time. \u003C\u002Fp\u003E\n\u003Cp\u003EThis is more than a trifling annoyance. Credentials are very important to patients’ perceptions of medical providers’ experience and skills. The disparity also matters to women’s careers. Women in medicine continue to be promoted less and paid less than their male counterparts, which may be linked to \u003Ca href=\"https:\u002F\u002Fwww.nature.com\u002Farticles\u002Fs41564-018-0320-6\"\u003Epersistent under-valuation of their expertise\u003C\u002Fa\u003E. \u003C\u002Fp\u003E\n\u003Cp\u003EStereotyping can affect patient experiences as well. Back in 2014, when she was pregnant, Athina Vlachantoni’s GP couldn’t find her online pregnancy records. It turned out, she was told, that the default gender for the title ‘Dr’ was set as male. Vlachantoni, a professor of ageing and demography at the University of Southampton, was essentially rendered invisible because of her professional status. (NHS Digital has not responded to a request for comment.) \u003C\u002Fp\u003E\n\u003Cp\u003EThis disparate use of professional titles speaks to a larger \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210108-why-do-we-still-distrust-women-leaders\"\u003Ediscomfort with women in positions of authority\u003C\u002Fa\u003E. Linguist Deborah Cameron \u003Ca href=\"https:\u002F\u002Fbooks.google.co.uk\u002Fbooks?hl=en&lr=&id=dRDYDwAAQBAJ&oi=fnd&pg=PT38&dq=forms+of+address+gender+title&ots=p4r0HeuuMT&sig=8SNt1J4quDj4FYjXv56U-SeT5-4&redir_esc=y#v=onepage&q=forms%20of%20address%20gender%20title&f=false\"\u003Edescribes this dismissal of women’s titles\u003C\u002Fa\u003E as the ‘gender respect gap’. Leadership researchers Leanne Dzubinski and Amy Diehl \u003Ca href=\"https:\u002F\u002Fwww.fastcompany.com\u002F90596628\u002Fwe-need-to-stop-untitling-and-uncredentialing-professional-women\"\u003Erefer to it\u003C\u002Fa\u003E as ‘untitling’ (the companion concept is \u003Ca href=\"https:\u002F\u002Ftwitter.com\u002Famydiehl\u002Fstatus\u002F1321548619351232514\"\u003E‘uncredentialing’\u003C\u002Fa\u003E). It applies not just to academics, but to clergy, coaches, members of the military and others. \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210216-why-do-professional-titles-actually-matter-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"If she calls attention to her title or insists on it, she’s not being feminine or humble – Leanne Dzubinski","id":"worklife\u002Farticle\u002F20210216-why-do-professional-titles-actually-matter-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Untitling and uncredentialing are forms of \u003Ca href=\"https:\u002F\u002Fonlinelibrary.wiley.com\u002Fdoi\u002Fabs\u002F10.1002\u002Fhrdq.21389\"\u003Edevaluation\u003C\u002Fa\u003E, where women are taken less seriously or treated as less important than men,” comments Diehl, a gender equity researcher and the chief information officer at Wilson College in the US. But these concepts apply to marginalised groups more generally, including people of colour and from poorer backgrounds. \u003C\u002Fp\u003E\n\u003Cp\u003EHer colleague Dzubinski, who researches intercultural education at Biola University, California, notes that untitling and uncredentialing can be subtle. In light of stereotyped expectations of women as being modest and self-effacing, “a woman’s title may seem not to matter, because her role is not seen as independent. If she calls attention to her title or insists on it, she’s not being feminine or humble. It’s a definite pitfall that women with professional titles navigate.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ECombatting untitling\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EDiehl, who started \u003Ca href=\"https:\u002F\u002Ftwitter.com\u002Famydiehl\u002Fstatus\u002F1309426118731149312\"\u003Etweeting about untitling\u003C\u002Fa\u003E in 2020, believes that the concept has resonated with many women’s experiences. Having a term for this phenomenon has helped people \u003Ca href=\"https:\u002F\u002Ftwitter.com\u002Frosieicm\u002Fstatus\u002F1345305509537206274\"\u003Ecall it out\u003C\u002Fa\u003E. \u003C\u002Fp\u003E\n\u003Cp\u003ESimilarly, historian Fern Riddell \u003Ca href=\"https:\u002F\u002Fwww.newstatesman.com\u002Fpolitics\u002Ffeminism\u002F2018\u002F06\u002Fwe-need-immodestwomen-when-so-many-men-are-unable-accept-female-expertise\"\u003Estarted tweeting\u003C\u002Fa\u003E under the hashtag #ImmodestWomen in 2018, rejecting the criticism that women like her should be more humble about their achievements.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210216-why-do-professional-titles-actually-matter-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Jill Biden, at United Federation of Teachers Teacher Union Day on 20 October 2019","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210216-why-do-professional-titles-actually-matter-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EMany scientists have chosen to include ‘Dr’ in their Twitter handle or profile as a clear stamp of authority. Porras recently added ‘Dra’ to hers as a nod to her native language, Spanish. “I decided to incorporate it after seeing many rounds on Twitter of people diminishing the accomplishments of women who have PhDs,” she explains. The last straw was “Joseph Epstein’s \u003Ca href=\"https:\u002F\u002Fwww.wsj.com\u002Farticles\u002Fis-there-a-doctor-in-the-white-house-not-if-you-need-an-m-d-11607727380\"\u003Eopinion piece\u003C\u002Fa\u003E in the Wall Street Journal belittling Dr Jill Biden for correctly using her title”. \u003C\u002Fp\u003E\n\u003Cp\u003EPorras is referring to an infamous 2020 article that mocked Jill Biden, now the US First Lady, for daring to use her title. The article also infantilised her by calling her “kiddo”. The \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fnews\u002Fworld-us-canada-55292501\"\u003Ebacklash to that article\u003C\u002Fa\u003E prompted many like Porras to declare their titles more openly, like Biden. \u003C\u002Fp\u003E\n\u003Cp\u003E“I think often, being part of a minoritised population in this country, the way I look challenges people’s assumptions of what people with PhDs look like,” Porras reflects. “In the opposite case, I also do a lot of public engagement\u002Foutreach activities with Latinx communities and in those settings, I do notice that many times people in the community use my title with pride.” \u003C\u002Fp\u003E\n\u003Cp\u003EDzubinski and Diehl \u003Ca href=\"https:\u002F\u002Fwww.fastcompany.com\u002F90596628\u002Fwe-need-to-stop-untitling-and-uncredentialing-professional-women?partner=feedburner&utm_source=feedburner&utm_medium=feed&utm_campaign=Feed%3A+fastcoexist%2Ffeed+%28Co.Exist%29\"\u003Ehave suggested\u003C\u002Fa\u003E that women support each other’s use of titles in professional settings. Workplaces and those who untitle women, however inadvertently, can also take a more active role in stamping out individual expressions of bias. \u003C\u002Fp\u003E\n\u003Cp\u003EBut systemic change will of course be harder to achieve. As Dzubinski puts it, “The heart of the issue is the persistent, sometimes unconscious, but sometimes all-too-conscious belief that women are fundamentally inferior to men and that it’s okay to treat them that way. Until society values men and women equally, we’re likely to continue to see women devalued in this way.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210216-why-do-professional-titles-actually-matter-8"}],"collection":[],"disableAdverts":false,"displayDate":"2021-02-25T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why we use women’s professional titles less than men’s","headlineShort":"How to fight the 'untitling' of women","image":[],"imageAlignment":"centre","imageAltText":"File image of a young lecturer","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"There are disparities in whose knowledge and experience get acknowledged. That’s why professional titles matter, especially for those less likely to be perceived as experts.","summaryShort":"How the ‘gender respect gap’ affects professional titles","tag":[],"textToSpeech":false,"creationDateTime":"2021-02-24T20:52:43.72318Z","entity":"article","guid":"3a2011fe-aa19-47f3-a441-2e5eda76e593","id":"worklife\u002Farticle\u002F20210216-why-do-professional-titles-actually-matter","modifiedDateTime":"2021-09-02T05:18:54.103656Z","project":"worklife","slug":"20210216-why-do-professional-titles-actually-matter","cacheLastUpdated":1634675381425},"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":"61535fc445ceed37631bf29e","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fjessica-klein"],"bodyIntro":"Long in the shadows, asexuality is finally becoming increasingly visible. It could help young people find themselves and their identities, and change the way we think about sexuality.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn a live video stream on 6 April, UK-based model and asexual activist Yasmin Benoit \u003Ca href=\"https:\u002F\u002Fwww.youtube.com\u002Fwatch?v=ED5MBGRCOek\"\u003Emoderated a panel\u003C\u002Fa\u003E featuring participants from Belgium, Brazil, Vietnam, Pakistan, Nepal and Nigeria. All of them identify as somewhere on the asexual (“ace”) and\u002For aromantic (“aro”) spectrum. The panellists discussed their involvement in their respective countries’ asexuality community, as part of an event honouring the first ever International Asexuality Day.\u003C\u002Fp\u003E\n\u003Cp\u003ETheir experiences vary, from well supported to outright dangerous. In Belgium, Martine said she’s found support and inclusivity from her government and the country’s wider LGBTQ+ organisation; on the other end, Jan in Nigeria noted that \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fnews\u002Fav\u002Fworld-africa-50907297\"\u003Elaws “criminalise queer gatherings\u003C\u002Fa\u003E”. But, regardless of global location, the issue of visibility was at the core of nearly all their responses.\u003C\u002Fp\u003E\n\u003Cp\u003EIndeed, asexuality – defined generally as \u003Ca href=\"https:\u002F\u002Fwww.asexuality.org\u002F?q=general.html\"\u003Enot experiencing sexual attraction\u003C\u002Fa\u003E – has been \u003Ca href=\"https:\u002F\u002Ftime.com\u002F2889469\u002Fasexual-orientation\u002F\"\u003Ecalled “the invisible orientation”\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EIt tends to be misunderstood and under-discussed; people may not believe someone can really be asexual, or they dismiss asexuality entirely. Common misconceptions about asexuality include that asexuality equates to celibacy (it doesn’t), or that it’s a choice (it’s an orientation), says Michael Doré, a member of the global Asexual Visibility and Education Network’s (AVEN) project team. Some also incorrectly believe that someone is only asexual if they \u003Cem\u003Enever\u003C\u002Fem\u003E experience sexual attraction or have sex. But asexuality is a spectrum, where some may identify as demisexual, for example, meaning they don’t experience sexual attraction until forming an emotional bond with someone. It’s also not synonymous with aromanticism, which applies to those who don’t experience romantic attraction.\u003C\u002Fp\u003E\n\u003Cp\u003EDespite confusion and dismissal, asexual voices have been getting louder and demanding recognition over the past decade. Individuals, activists and groups have begun telling their stories to larger audiences, and marching in Pride parades worldwide. Now, asexual activists’ efforts lie in keeping up this work, and amplifying asexual voices outside Western, English-speaking countries, where the majority of asexual activism and stories have come from.\u003C\u002Fp\u003E\n\u003Cp\u003EAs a result, along with the new international holiday, initiatives are popping up to take asexuality out of the shadows – making it easier for people to come out as asexual all over the world.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09gyxnh"],"imageAlignment":"centre","imageAltText":"anahi charles","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003E‘It’s not such a big deal as before’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EA limited awareness of asexuality has made it harder for past generations of young people around the world to realise their identities – even as recently as millennials.\u003C\u002Fp\u003E\n\u003Cp\u003EAnahí Charles, 34, who lives in Mexico, first began to learn she was different from her peers in middle school. While they all fawned over members of the US boy-band Backstreet Boys, Charles couldn’t quite see the appeal. They looked “aesthetically nice”, she says, but she couldn’t grasp what it was that made her friends so crazy about them.\u003C\u002Fp\u003E\n\u003Cp\u003EIt took Charles several years – well after this incident in her youth – to learn about the orienntation and find her place on the ace\u002Faro spectrum. Without resources about asexuality, Charles says she was “in denial” about not experiencing sexual attraction to anyone. Even after she first learned about asexuality through a post on the Facebook page Have a Gay Day, in 2013, she still questioned whether something was “wrong” with her. Charles got medical examinations and hormone checks to try and figure it out. She was completely healthy.\u003C\u002Fp\u003E\n\u003Cp\u003EHer clean bill of health served as a catalyst for self-acceptance. She found more information about asexuality on Facebook, and realised just how much she related to it. A year later, she became the admin of an asexual Facebook group in Mexico. \u003C\u002Fp\u003E\n\u003Cp\u003ESimilarly, in the US, Marisa Manuel, 28, struggled to name her orientation. She first heard the term “asexual” when she was in high school, but says she was “misinformed” about its meaning. “Someone told me it meant people who wanted to be alone,” she recalls. “I like being around people.”\u003C\u002Fp\u003E\n\u003Cp\u003EIn college, she met someone who identified as ace, which prompted her to learn more about what it really meant. She realised how much she related to what she found, and has since embraced her identity wholly – she’s gone on to write articles about identifying as ace as well as review books by ace authors.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09gyxwn"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EFortunately, younger generations may now be set up to find out about asexuality sooner – and may also be more empowered to vocalise their identities. The number of resources and amount of representation has grown significantly since Charles and Manuel were growing up. Along with increasing information available writ large, people also readily identify as ace on social media platforms, and are keen to share details about their experiences with other users.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘Representation is a resource’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIncreased representation is key for enabling people to recognise and understand asexuality as well as normalise the orientation. “Representation \u003Cem\u003Eis\u003C\u002Fem\u003E a resource,” says Manuel. And although some resources have increased, representation – especially in mainstream media – isn’t where it needs to be, she adds.\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, there are other places visibility is increasing. People with bigger platforms, such as UK model Benoit, drag queen Venus Envy and Twitch streamer 5up, all talk openly about identifying as ace to their large fan bases on various social media channels. There’s increased representation in literature, too; authors on the ace spectrum include Darcie Little Badger, Akemi Dawn Bowman and Maia Kobabe. Fictional characters also help, like Todd Chavez of Bojack Horseman, of whom Manuel has a plastic figurine.\u003C\u002Fp\u003E\n\u003Cp\u003EManuel is trying to add to this growing pool of representation. Leading up to International Asexuality Day, she created AceChat, an Instagram account where she regularly shares stories by different people who identify as ace. It’s garnered positive reception, and she keeps hearing from people who want to tell their stories. There are now about 100 people involved.\u003C\u002Fp\u003E\n\u003Cp\u003EManuel says the next step is to expand AceChat’s reach. People from France, Russia, Vietnam, the UK and Canada have already begun to reach out, and translators have also joined the effort. And translation can be critical, because some locations have smaller ace communities than others, meaning they often have fewer resources and less information available for people seeking to learn about asexuality in their language.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","imageAlignment":"centre","imageAltText":"Daniel Nesmelov","imageOrientation":"portrait","pullQuote":"We had even people from the LGBT community pitying us, saying, ‘it sucks to be you’. But we didn’t give up – Anahí Charles","id":"worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn Moscow, Daniel, 20, who is withholding his surname for saftey concerns, says the ace\u002Faro community he’s a part of only has about 50 members. “Not so many people know about terms like ‘asexual’,” he says, perhaps in part because of the country’s \u003Ca href=\"https:\u002F\u002Ftime.com\u002F5915828\u002Frussia-lgbtq-victory\u002F\"\u003Eintolerance of LGBTQ+ communities\u003C\u002Fa\u003E. Since so many ace stories and materials are in English, Daniel has been working to translate them into Russian. He’s optimistic that asexuality will get more recognition in the coming years, even in his home country.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘We didn’t give up’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAlong with ace communities’ historical struggles to gain wider visibility, they’ve also had to work to be seen within LGBTQ groups. This may be surprising, since the asexuality identity is also often included when referencing queer communities (for instance, in the inclusion acronym ‘LGBTQIA’, in which ‘A’ stands for ‘asexual’.)\u003C\u002Fp\u003E\n\u003Cp\u003ECharles, who’s hosted asexual gatherings in Mexico City, experienced this first hand. She says her group first marched as a collective in Pride in 2015, but the larger LGBTQ community there hadn’t quite accepted people identifying as ace with open arms. “We had even people from the LGBT community pitying us, saying, ‘it sucks to be you’,” she says. “But we didn’t give up.”\u003C\u002Fp\u003E\n\u003Cp\u003EGroups like Charles’s and their subsequent educational initiatives have indeed helped move the needle. Charles says that when she returned to Pride with a larger group the next year, “we were better welcome because there was more information”. “It wasn’t like, look at the weirdos, they’re marching again,” she says. “It was like, look at the asexuals, they’re marching again.”\u003C\u002Fp\u003E\n\u003Cp\u003EIn this push for acceptance, asexuality groups have been growing and thriving. One of the most prominent international asexuality groups is AVEN, founded in 2001 by US-based asexual activist David Jay. Michael Doré, who joined the organisation in 2009 in the UK, says AVEN came into existence with two main objectives: “building community and… legitimising asexuality as a sexual orientation”. Its growing membership currently numbers 135,539, according to Doré.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09gyy0c"],"imageAlignment":"centre","imageAltText":"marisa manuel","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ENow, opportunities to educate and raise visibility have stretched even further. AVEN, which recently celebrated its 20th anniversary, seized on the increase in virtual communications during the pandemic to strengthen its global connections. These international, virtual chats eventually turned to establishing a single day dedicated to celebrating asexuality all over the globe: International Asexuality Day (IAD).\u003C\u002Fp\u003E\n\u003Cp\u003E“We felt this day was needed,” says Doré, who makes it clear that IAD is not owned by AVEN or any single organisation. “It’s a genuinely international thing.” The creation of the holiday not only establishes a yearly day of visibility, but also marks the flourishing of an intensive international effort to bring together an under-recognised community. It helps asexual individuals and groups in countries where information and representation is lacking gain access to resources.\u003C\u002Fp\u003E\n\u003Cp\u003EThese days, says Doré, there’s growing awareness of asexuality in countries across Asia – particularly India, he notes, where the Facebook group Indian Aces is thriving. New groups dedicated to asexuality have been popping up across Africa over the last few years as well, he adds.\u003C\u002Fp\u003E\n\u003Cp\u003EWhile this is a good sign for progress, people continue to misunderstand asexuality. Manuel says she wrote an article about asexual dating for the Huffington Post two years ago, and it was well received. However, when the article was recently re-shared, “there were so many more negative reactions”, she says, in the piece’s comments section. People called her confused, insisting that she was really looking for friends, not dates.\u003C\u002Fp\u003E\n\u003Cp\u003E“That made me realise that as far as we’ve come with representation and visibility, we’re not there yet,” she says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation-8"}],"collection":["worklife\u002Fpremium-collection\u002Fequality-matters"],"disableAdverts":false,"displayDate":"2021-05-11T15:17:30Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Asexuality: The ascent of the 'invisible' sexual orientation","headlineShort":"The 'invisible' sexual orientation","image":["p09gyxtt"],"imageAlignment":"centre","imageAltText":"marisa manuel","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210326-ethical-non-monogamy-the-rise-of-multi-partner-relationships","worklife\u002Farticle\u002F20210419-how-the-pandemic-has-changed-our-sex-lives","worklife\u002Farticle\u002F20210216-why-do-professional-titles-actually-matter"],"relatedTag":null,"summaryLong":"Long in the shadows, asexuality is finally becoming increasingly visible. It could help young people find themselves and their identities, and change the way we think about sexuality.","summaryShort":"Long unrecognised, asexuality may finally be finding its way out of the shadows","tag":["tag\u002Fhow-we-live"],"textToSpeech":false,"creationDateTime":"2021-05-10T21:11:03.190973Z","entity":"article","guid":"a7095608-a13d-488a-b6e2-3d90de106897","id":"worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation","modifiedDateTime":"2021-09-02T05:22:58.074296Z","project":"worklife","slug":"20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation","cacheLastUpdated":1634675381424},"worklife\u002Farticle\u002F20210302-why-work-life-balance-is-not-an-achievement":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210302-why-work-life-balance-is-not-an-achievement","_id":"61535fc445ceed41a37b8b54","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Traditionally, we view reaching a good work-life balance as hitting a goal. But it may be more of a moving target than we realise.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EFew topics have been so endlessly analysed, glorified and dissected as work-life balance. The quest to attain this somewhat nebulous state has dominated discourse around careers for years – especially for working parents. The concept is often presented as something to achieve, or a goal to reach. And once you’ve reached it, congratulations: you’ve made it; you’re a successful human being of the 21st Century.\u003C\u002Fp\u003E\n\u003Cp\u003EBut the problem is that we often tell ourselves: “’I’m going to put in eight hours’ worth of work, and then I’m going to put in eight hours’ worth of me time, which will include my family, my hobbies, my workout, my everything’,” says Anat Lechner, clinical associate professor of management at New York University. “I don’t think it’s such a simple formula.”\u003C\u002Fp\u003E\n\u003Cp\u003EAnd, according to new findings, it may not be. Some researchers are now encouraging us to stop thinking about work-life balance as an achievement that you either hit or don’t. Instead, they suggest it may be more of a lifelong process – a continuous, never-ending exercise that requires vigilance, self-awareness and timely tweaks.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ENot a one-time fix\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EForget reaching that golden goal: researchers Ioana Lupu of ESSEC Business School in France, and Mayra Ruiz-Castro of the University of Roehampton in the UK argue that work-life balance is a “\u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2021\u002F01\u002Fwork-life-balance-is-a-cycle-not-an-achievement\"\u003Ea cycle, not an achievement\u003C\u002Fa\u003E”.\u003C\u002Fp\u003E\n\u003Cp\u003EIn \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002Ffull\u002F10.1177\u002F0170840620934064\"\u003Etheir 2020 study\u003C\u002Fa\u003E, the researchers interviewed nearly 80 employees at two London-based firms – an equal number of men and women between the ages of 30 and 50, all with at least one dependent child – who worked in middle or senior management roles.\u003C\u002Fp\u003E\n\u003Cp\u003EAlthough it sounds like the respondents had a lot in common, here’s what separated them: about 30% of the men and 50% of the women reported resisting working long hours. The other respondents, meanwhile, all worked long hours because they thought that’s what successful professionals should do.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210302-why-work-life-balance-is-not-an-achievement-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210302-why-work-life-balance-is-not-an-achievement-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOnce Lupu and Ruiz-Castro looked at those who rejected the long hours, they found that those workers actually had strikingly similar strategies for maintaining their work-life balance. They employed more “reflexivity” – or the ability to reflect and question assumptions in the name of self-awareness – and regularly took steps to adjust the things standing in their way of coveted work-life balance.\u003C\u002Fp\u003E\n\u003Cp\u003EWorkers stopped and questioned their circumstances – reflecting on their emotions and situations, then pinpointed their specific roadblocks to work-life balance. Taking stock and “claiming this mental space to gain clarity of what they want for themselves is the first step toward identifying and implementing alternative ways of working and living,” says Ruiz-Castro.\u003C\u002Fp\u003E\n\u003Cp\u003ELupu and Ruiz-Castro identified five steps that the respondents in the study who had better work-life balance used in their jobs.\u003C\u002Fp\u003E\n\u003Cp\u003EFirst, they paused, de-normalised beliefs such as “I’m a professional, so I should work, work, work”, and asked themselves questions like, “What’s currently causing me stress?”. Second, after identifying the cause, they zeroed in on their resultant emotions – did they feel angry, sad, energised? Third, they reprioritised, asking, “Is working long hours really worth cutting back on family time?”, for example. Fourth, they considered their alternatives: is there anything at work that could be changed to accommodate these new priorities? And finally, they implemented changes, like asking their supervisor for greater flexibility, or deciding not to take on every project that comes their way.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210302-why-work-life-balance-is-not-an-achievement-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"The discussion of ‘work-life balance’ actually masks something else – Anat Lechner","id":"worklife\u002Farticle\u002F20210302-why-work-life-balance-is-not-an-achievement-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThis five-step process is something anyone can adopt. Going through the steps, and constantly checking in with yourself, can help you shift and adapt your professional life to something that will better harmonise with your personal one, their research suggests. “Awareness of your emotional state is essential in order to determine the changes you want to make in your work and in your life,” says Lupu.\u003C\u002Fp\u003E\n\u003Cp\u003ENew York University’s Lechner agrees that finding that balance is an ongoing pursuit. It’s not simply about divvying up the hours in your day between work, the gym, kids, chores and meditation. Because even if you \u003Cem\u003Edo\u003C\u002Fem\u003E make sure the hours are evenly split, if the underlying emotional sources of stress are still there – the kinds of stress that the five-step cycle could help identify – then the time you actually spend at home may not be enjoyable. \u003C\u002Fp\u003E\n\u003Cp\u003E“We come home and even though physically we are there, mentally we still may be processing things that happened at work. We’re not present,” she says. “I very often think the discussion of ‘work-life balance’ actually masks something else. What we call ‘work-life balance’ is actually just a proxy to having a sense of fulfilment and contentment.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210302-why-work-life-balance-is-not-an-achievement-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210302-why-work-life-balance-is-not-an-achievement-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EOther steps to take\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EOf course, finding that balance probably shouldn’t be something you have to do by yourself.\u003C\u002Fp\u003E\n\u003Cp\u003EResearch by Erin Kelly, professor of work and organisation studies at the Massachusetts Institute of Technology, shows companies and managers can play a key role in creating a better environment for workers. For her book, Overload: How Good Jobs Went Bad and What to Do About It, she and co-author Phyllis Moen split more than 1,000 employees at a Fortune 500 company into two groups: one that worked under a management redesign and one that continued working within the existing management structure.\u003C\u002Fp\u003E\n\u003Cp\u003EUnder the management redesign, many steps were taken to ensure better work-life balance for workers and prevent burnout. Managers were regularly reminded to explicitly support their employees, for example, and workers were allowed to make changes, like cancelling 0900 morning meetings.All of this was done in the name of increasing job satisfaction and giving workers greater flexibility, and to assure workers that it was something management was committed to.\u003C\u002Fp\u003E\n\u003Cp\u003EUnsurprisingly, Kelly and Moen found that employees in the redesign group reported less stress, less burnout, were less likely to quit their jobs and, over the next four years, were 40% less likely to quit than those who kept working under the old policies.\u003C\u002Fp\u003E\n\u003Cp\u003E“Work-life balance is understood to be an individual’s response – so [people think] ‘it’s up to me to manage the craziness of my work life’,” says Kelly. But organisations need to examine the demands they’re placing on employees. “The root problem is not how the two pieces of work and life come together. It’s that we have unrealistic expectations of what we’re asked to do on the work side.”If your workplace isn’t an environment where work-life balance is possible in the first place, any strides you attempt to make toward it on a personal level will be in vain.\u003C\u002Fp\u003E\n\u003Cp\u003EThat’s a conversation that appears to be gathering pace since the pandemic ripped up the rule book for how we work as well as reshaped our working lives. The new prevalence of remote work, flexible work or even \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200824-why-the-future-of-work-might-be-hybrid\"\u003E‘hybrid’ working models\u003C\u002Fa\u003E will likely all play important roles in how we balance our professional and personal lives going forward. \u003C\u002Fp\u003E\n\u003Cp\u003EAnd if it seems like finding that perfect balance remains elusive, the experts say that keeping some perspective can help. We’re in an era of catastrophic job loss; the pandemic alone \u003Ca href=\"https:\u002F\u002Fnews.un.org\u002Fen\u002Fstory\u002F2021\u002F01\u002F1082852\"\u003Ehas slashed 255 million jobs worldwide\u003C\u002Fa\u003E, and more jobs could be lost in the next decade as \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2020\u002F01\u002F30\u002Fbusiness\u002Fartificial-intelligence-robots-retail.html\"\u003EAI advances\u003C\u002Fa\u003E and more offices digitise. For millions of people, work is about being able to put food on the table. Talking about work-life balance “is a very privileged conversation”, says Lechner. “If we’re reflecting, maybe we should also reflect on that.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EAdditional reporting by Lauren Brown\u003C\u002Fem\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210302-why-work-life-balance-is-not-an-achievement-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-03-02T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why it's wrong to look at work-life balance as an achievement","headlineShort":"Why work-life balance isn't a goal","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":[],"relatedStories":[],"relatedTag":null,"summaryLong":"Traditionally, we view reaching a good work-life balance as hitting a goal. But it may be more of a moving target than we realise.","summaryShort":"We may be approaching the endless quest for work-life balance all wrong","tag":[],"textToSpeech":false,"creationDateTime":"2021-03-01T21:32:00.015898Z","entity":"article","guid":"12b8d7bc-63b6-4f7b-a44a-530d3b14e31c","id":"worklife\u002Farticle\u002F20210302-why-work-life-balance-is-not-an-achievement","modifiedDateTime":"2021-09-02T05:19:38.814227Z","project":"worklife","slug":"20210302-why-work-life-balance-is-not-an-achievement","cacheLastUpdated":1634675381425},"worklife\u002Farticle\u002F20210507-why-we-glorify-the-cult-of-burnout-and-overwork":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210507-why-we-glorify-the-cult-of-burnout-and-overwork","_id":"61535fd545ceed1d6d196197","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fbryan-lufkin"],"bodyIntro":"Overwork culture is thriving; we think of long hours and constant exhaustion as a marker of success. Given what we know about burnout, why do we do give in?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn 1987 Gordon Gekko, the unscrupulous cigar-smoking powerhouse in the film Wall Street, told the world: greed is good. The movie – ultimately a cautionary tale – depicted work and wealth-obsessed executives putting in long hours in sleek skyscrapers to seal deals and boost their pay packets, at the expense of whoever got in their way. If you live and breathe work (and toss in some moral flexibility), the message was, the rewards will be exciting – and immense.\u003C\u002Fp\u003E\n\u003Cp\u003EAlthough many of us associate overly ambitious workaholism with the 1980s and the finance industry, the tendency to devote ourselves to work and glamourise long-hours culture remains as pervasive as ever. In fact, it is expanding into more sectors and professions, in slightly different packaging.\u003C\u002Fp\u003E\n\u003Cp\u003ENew studies show that workers around the world are putting in an average of 9.2 hours of unpaid overtime per week – \u003Ca href=\"https:\u002F\u002Fwww.forbes.com\u002Fsites\u002Fkristinstoller\u002F2021\u002F04\u002F28\u002Femployees-are-working-an-extra-day-in-unpaid-overtime-each-week\u002F?sh=3405571435cc\"\u003Eup from 7.3 hours just a year ago\u003C\u002Fa\u003E. Co-working spaces are filled with posters urging us to \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2019\u002F01\u002F26\u002Fbusiness\u002Fagainst-hustle-culture-rise-and-grind-tgim.html\"\u003E\"rise and grind\" or \"hustle harder\".\u003C\u002Fa\u003E Billionaire tech entrepreneurs advocate sacrificing sleep so that people can \"change the world\". And since the pandemic hit, our work weeks have \u003Ca href=\"https:\u002F\u002Fwww.economist.com\u002Fgraphic-detail\u002F2020\u002F11\u002F24\u002Fpeople-are-working-longer-hours-during-the-pandemic\"\u003Egotten longer\u003C\u002Fa\u003E; we send emails and Slack messages at midnight as boundaries between our personal and professional lives dissolve.\u003C\u002Fp\u003E\n\u003Cp\u003EIn spirit, we're not so far from the Gekko years as we think. Yet, one thing is different: we understand far more about the consequences of overwork, and the toll \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210426-why-we-may-be-measuring-burnout-all-wrong\"\u003Eburnout\u003C\u002Fa\u003E can take on our mental and physical health. Given how entrenched our admiration for high-stress work culture is, however, halting our overwork obsession will require cultural change. Could the post-pandemic world be our chance to try?\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhere it happens and why\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EOverwork isn't a phenomenon exclusive to Silicon Valley or Wall Street. People work long hours all over the world, for many different reasons.\u003C\u002Fp\u003E\n\u003Cp\u003EIn Japan, a culture of overwork can be traced back to the 1950s, when the government pushed hard for the country \u003Ca href=\"https:\u002F\u002Fwww.businessinsider.com\u002Fwhat-is-karoshi-japanese-word-for-death-by-overwork-2017-10\"\u003Eto be rebuilt quickly\u003C\u002Fa\u003E after World War Two. In \u003Ca href=\"https:\u002F\u002Fbmchealthservres.biomedcentral.com\u002Farticles\u002F10.1186\u002Fs12913-017-2319-8\"\u003EArab League countries\u003C\u002Fa\u003E, burnout is high among medical professionals, possibly because its 22 members are developing nations with overburdened healthcare systems, studies suggest.\u003C\u002Fp\u003E\n\u003Cp\u003EReasons for overwork also depend on industry. Some of the earliest researchers on burnout in the 1970s \u003Ca href=\"https:\u002F\u002Fstudylib.net\u002Fdoc\u002F25474578\u002Fstaff-burnout\"\u003Easserted that many\u003C\u002Fa\u003E people in jobs geared toward helping others, like employees in clinics or crisis-intervention centres, tended to work long hours that led to emotional and physical exhaustion – a trend that's \u003Ca href=\"https:\u002F\u002Fwww.uab.edu\u002Fnews\u002Fresearch\u002Fitem\u002F11879-study-shows-high-risk-of-anxiety-burnout-in-emergency-department-health-care-workers-from-covid-19\"\u003Eshown up in the pandemic, too.\u003C\u002Fa\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EBut millions of us overwork because somehow we think it’s exciting – a status symbol that puts us on the path to success, whether we define that by wealth or an Instagram post that makes it seem like we're living a dream life with a dream job. Romanticisation of work seems to be an especially common practise among \"knowledge workers\" in the middle and upper classes. In 2014, the New Yorker \u003Ca href=\"https:\u002F\u002Fwww.newyorker.com\u002Fmagazine\u002F2014\u002F01\u002F27\u002Fthe-cult-of-overwork\"\u003Ecalled this devotion to overwork\u003C\u002Fa\u003E \"a cult\".\u003C\u002Fp\u003E\n\u003Cp\u003E\"We glorify the lifestyle, and the lifestyle is: you breathe something, you sleep with something, you wake up and work on it all day long, then you go to sleep,\" says Anat Lechner, clinical associate professor of management at New York University. \"Again and again and again.\"\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210507-why-we-glorify-the-cult-of-burnout-and-overwork-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09gzpf9"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210507-why-we-glorify-the-cult-of-burnout-and-overwork-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EIts origins\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ESo, where did our tendency to glamourise overwork come from? Why, in rich, Western countries, like the UK and the US, is there a sense that working yourself ragged is something to brag about?\u003C\u002Fp\u003E\n\u003Cp\u003EThe roots of this phenomenon can be traced back to the \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Flifeandstyle\u002F2010\u002Fsep\u002F11\u002Fpain-gain-work-ethic-burkeman\"\u003E'Protestant work ethic'\u003C\u002Fa\u003E in the 16th Century – a worldview held by white Protestants in Europe that made hard work and the quest for profit seem virtuous. Sally Maitlis, professor of organisational behaviour and leadership at the University of Oxford, says that \"later, the drive for efficiency that arose out of the Industrial Revolution\", as well as the way we prize productivity, have \"further embedded the value of consistent hard work, often at the cost of personal wellbeing\".\u003C\u002Fp\u003E\n\u003Cp\u003EFast forward to the yuppie age of Thatcher and Reagan, when spending long hours at the office to support the upwardly mobile lifestyle and \u003Ca href=\"https:\u002F\u002Fwww.history.com\u002Ftopics\u002F1980s\u002F1980s\"\u003Ethe rampant consumerism of the decade\u003C\u002Fa\u003E became more commonplace. Afterward, in the late 1990s and into the early 2000s, workaholics started to be identified not by blazers but rather hoodies, as tech start-ups grew into giants like Google and Facebook, and power shifted to Silicon Valley. \u003C\u002Fp\u003E\n\u003Cp\u003ESociety started to glorify the entrepreneurs who said they wanted to change the world, and told us how they structured their (very long) days for maximum greatness. Maitlis highlights a motivational shift between the Gordon Gekkos and the Mark Zuckerbergs of the world; the latter felt they were fueled by “passion for the product or service, or for a higher purpose\". (The joke was on us, though, because much of that \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210208-why-relying-on-productivity-tools-can-backfire\"\u003Enew technology ended up enabling the kind of overwork and burnout\u003C\u002Fa\u003E we're dealing with today.)\u003C\u002Fp\u003E\n\u003Cp\u003EThese days, many people work long hours to pay off debt, to simply keep their jobs or to make that crucial next step up the ladder (and in many cases, companies expect employees to work long hours and be constantly available). But for those who embrace the overwork culture, there’s also a performative element, whether that manifests as a new car to show off, a ‘dream career’ doing something meaningful or even exhaustion that can be displayed like a bizarre kind of trophy.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210507-why-we-glorify-the-cult-of-burnout-and-overwork-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"We dehumanised the workplace a long time ago – Anat Lechner","id":"worklife\u002Farticle\u002F20210507-why-we-glorify-the-cult-of-burnout-and-overwork-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ECenturies ago, \"guys had duels and they'd have a dueling scar, which is almost a kind of badge of honour. You fought and you survived\", says Christina Maslach, professor emerita of psychology at the University of California, Berkeley. \"That's where you brag about, 'Yeah, I don't sleep'. It's that kind of thing.\"\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EFast track to burnout\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIn parallel with this work-worship, however, came an unpleasant consequence – burnout. \"Burnout has cycles – like it gets rediscovered, then it dies down, and gets rediscovered again,\" says Maslach, who has studied burnout since the 1970s.\u003C\u002Fp\u003E\n\u003Cp\u003EAt that time, occupational burnout was being studied in \u003Ca href=\"https:\u002F\u002Fwww.tandfonline.com\u002Fdoi\u002Fabs\u002F10.3109\u002F00952997609023952\"\u003Evolunteers at drug-rehab clinics\u003C\u002Fa\u003E and other workers in the human services industry, many of whom were on call throughout the night, and reported headaches, depression and irritability on the job. A decade later, when the economy was going great guns in places like the US and UK, capitalism-fixation skyrocketed and people worked long and hard. But while the overwork was revered, the burnout that followed hasn't been.\u003C\u002Fp\u003E\n\u003Cp\u003EThe World Health Organization defines burnout as a syndrome “resulting from chronic workplace stress that has not been successfully managed”, characterised by feelings of exhaustion, negative feelings about a job and reduced professional efficacy. In other words, it leaves you feeling dehumanised, physically and emotionally exhausted, and questioning why you took the job in the first place. The body \u003Ca href=\"https:\u002F\u002Fwww.who.int\u002Fnews\u002Fitem\u002F28-05-2019-burn-out-an-occupational-phenomenon-international-classification-of-diseases\"\u003Eformally recognised burnout\u003C\u002Fa\u003E as an 'occupational phenomenon' in 2019.\u003C\u002Fp\u003E\n\u003Cp\u003E\"Today, it's all hell broke loose,\" says Lechner. A few decades ago, \"the pervasiveness of this was nothing like what you see today”. While a lot of burnout \"culture came from Wall Street\", she says, it's even worse now, because we put tech entrepreneurs who barely sleep on a pedestal. (Tesla and SpaceX CEO Elon Musk \u003Ca href=\"https:\u002F\u002Ftwitter.com\u002Felonmusk\u002Fstatus\u002F1067173497909141504?lang=en\"\u003Etweeted\u003C\u002Fa\u003E in 2018 that when it came to his companies, \"there are way easier places to work, but nobody ever changed the world on 40 hours a week\".)\u003C\u002Fp\u003E\n\u003Cp\u003E\"The old distinction of day and night or, 'Let's work until five o'clock and then go have drinks and go to sleep at 10’ is for the 20th Century. The 21st Century is very different,\" says Lechner. \"We live in a culture that is 24\u002F7. Social media is 24\u002F7, communication is 24\u002F7, Amazon Prime is 24\u002F7, everything is 24\u002F7. We don't have those fixed boundaries.\"\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210507-why-we-glorify-the-cult-of-burnout-and-overwork-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09gzr4b"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210507-why-we-glorify-the-cult-of-burnout-and-overwork-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EThe future\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EYet even though we’re working harder than ever, and young workers are faced with a potentially toxic combination of greater financial pressures (\u003Ca href=\"https:\u002F\u002Fwww.fool.com\u002Fstudent-loans\u002Fheres-the-average-millennials-student-debt\u002F\"\u003Estudent debt\u003C\u002Fa\u003E, combined with \u003Ca href=\"https:\u002F\u002Fwww.cnbc.com\u002F2019\u002F11\u002F05\u002Fmillennials-earn-20-percent-less-than-boomersdespite-being-better-educated.html\"\u003Elower salaries\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Fbusiness\u002F2021\u002Fapr\u002F21\u002Fuk-property-sales-at-16-year-high-as-house-prices-soar\"\u003Ehigher house prices\u003C\u002Fa\u003E), pressure to \u003Ca href=\"https:\u002F\u002Fwww.buzzfeednews.com\u002Farticle\u002Fannehelenpetersen\u002Fmillennials-burnout-generation-debt-work\"\u003Efind ‘their passion’\u003C\u002Fa\u003E and pressure to find a stable job in \u003Ca href=\"https:\u002F\u002Fwww.oecd.org\u002Femployment-outlook\u002F2020\u002F\"\u003Ean increasingly insecure job market\u003C\u002Fa\u003E, there may be some small signs of change. \u003C\u002Fp\u003E\n\u003Cp\u003EIn March, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210426-is-extreme-working-culture-worth-the-big-rewards\"\u003Ea mock employee survey\u003C\u002Fa\u003E by 13 first-year analysts at Goldman Sachs \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fbusiness-56452494\"\u003Efound its way into the public eye\u003C\u002Fa\u003E. Respondents said they averaged 95-hour workweeks and slept five hours a night. \"This is beyond the level of 'hard-working', this is inhumane\u002Fabuse,\" said one respondent to the survey, which the BBC has seen. Elsewhere, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210226-the-unlikely-place-young-workers-fight-mental-health-taboos\"\u003Eon TikTok\u003C\u002Fa\u003E, Gen Z users have been open about mental health struggles, and built communities discussing depression, panic attacks and burnout openly.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd as grueling as the pandemic has been, it's also forced us to see work-life balance \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201023-coronavirus-how-will-the-pandemic-change-the-way-we-work\"\u003Ein a whole new way\u003C\u002Fa\u003E. Last month, LinkedIn \u003Ca href=\"https:\u002F\u002Fwww.linkedin.com\u002Fpulse\u002Fhow-pandemic-changed-us-our-fastest-rising-priority-job-george-anders\u002F\"\u003Econducted a survey\u003C\u002Fa\u003E of more than 5,000 users over two weeks: 50% and 45% of respondents say that hours or location flexibility and work-life balance respectively have become more important to them since the pandemic.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210507-why-we-glorify-the-cult-of-burnout-and-overwork-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Workplaces can be very unhealthy environments – if there was any time to change the way we work, now is the time to do it – Christina Maslach","id":"worklife\u002Farticle\u002F20210507-why-we-glorify-the-cult-of-burnout-and-overwork-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\"The pandemic has been powerful not only in \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201230-how-the-pandemic-could-redefine-our-productivity-obsession\"\u003Emaking salient many of the things that matter most\u003C\u002Fa\u003E – health, family, relationships – and in disrupting some of the routines and systems that were keeping people on the treadmill,\" says Maitlis.\u003C\u002Fp\u003E\n\u003Cp\u003EIn response, some companies have begun talking about offering \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210319-can-companies-actually-help-workers-stay-happy-and-healthy\"\u003Emore robust mental-health programmes\u003C\u002Fa\u003E for workers, including \u003Ca href=\"https:\u002F\u002Fwww.cnbc.com\u002F2020\u002F10\u002F10\u002Fcovid-stress-companies-turn-to-virtual-therapy-meditation-apps.html\"\u003Eperks\u003C\u002Fa\u003E like complimentary therapy sessions or free access to wellness apps.Yet, experts think it is highly unlikely that we’re entering a new era that prioritises wellbeing over overwork.\u003C\u002Fp\u003E\n\u003Cp\u003EFor example, while technology has made it possible for us to work from home indefinitely, it also ties us to work all day long. If there's a group call where workers dial in from London, Tokyo, New York and Dubai, some people will have to wake up at 0200 to dial in. If they don't, the company will find someone who will – because as long as we glamourise money, status and achievement, there will always be people who work hard to get them.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd at the end of the day, companies want to make money. \"We dehumanised the workplace a long time ago, and I'm not saying it with any pride,\" says Lechner. For many companies, it's still: \"If you don't work, then someone else will come along and do it. And if that's not gonna help, we'll allocate it to the AI. And if the AI takes over, we'll put together a gig workforce.\" Overwork, or get left behind.\u003C\u002Fp\u003E\n\u003Cp\u003EThat's why she does not believe burnout will be solved anytime in the near future. \"It's not necessarily a message people like to hear. They think they enter a relationship with an employer where the relationship says, 'I work hard, you take care of me'. Again, this is a 20th Century mindset.\"\u003C\u002Fp\u003E\n\u003Cp\u003EWe're at a crossroads: we can prioritise our wellbeing, or prioritise sending an email at 0300 because it'll impress the boss. Letting people work from home can only go so far in easing the burden – it has to be up to the workers to stop making burnout somehow desirable, and up to the companies to stop making the workers feel like they should.\u003C\u002Fp\u003E\n\u003Cp\u003E\"Workplaces can be very unhealthy environments – if there was any time to change the way we work, now is the time to do it,\" says Maslach. \"If you take a plant and put it in a pot and don’t water it and give it lousy soil and not enough sun, I don't care how gorgeous the plant was to begin with – it isn't going to thrive.\"\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210507-why-we-glorify-the-cult-of-burnout-and-overwork-8"}],"collection":null,"disableAdverts":false,"displayDate":"2021-05-10T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why do we buy into the 'cult' of overwork?","headlineShort":"Why we buy into the 'cult' of overwork","image":["p09gzpwz"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210414-why-some-narcissists-actually-hate-themselves","worklife\u002Farticle\u002F20210302-why-work-life-balance-is-not-an-achievement","worklife\u002Farticle\u002F20210426-why-we-may-be-measuring-burnout-all-wrong"],"relatedTag":null,"summaryLong":"Overwork culture is thriving; we think of long hours and constant exhaustion as a marker of success. Given what we know about burnout, why do we do give in?","summaryShort":"How were we duped into finding overwork glamorous?","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2021-05-09T19:45:16.186091Z","entity":"article","guid":"061a2c4c-344e-4030-a7bc-a63e4d2eaead","id":"worklife\u002Farticle\u002F20210507-why-we-glorify-the-cult-of-burnout-and-overwork","modifiedDateTime":"2021-09-02T05:23:06.30825Z","project":"worklife","slug":"20210507-why-we-glorify-the-cult-of-burnout-and-overwork","cacheLastUpdated":1634675381425},"worklife\u002Farticle\u002F20210705-why-introverts-didnt-actually-win-lockdown":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210705-why-introverts-didnt-actually-win-lockdown","_id":"615361d145ceed2b5a0ef245","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":"2021-09-02T05:25:50.666531Z","project":"worklife","slug":"20210705-why-introverts-didnt-actually-win-lockdown","cacheLastUpdated":1634675381426},"worklife\u002Farticle\u002F20210121-the-coronasomnia-phenomenon-keeping-us-from-getting-sleep":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210121-the-coronasomnia-phenomenon-keeping-us-from-getting-sleep","_id":"6153605545ceed7e3e1b6ce7","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Disrupted routines and ongoing uncertainty are contributing to a surge in insomnia. What can we do about it?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EA new year comes with resolutions. One of the most perennially \u003Ca href=\"https:\u002F\u002Ftoday.yougov.com\u002Ftopics\u002Flifestyle\u002Farticles-reports\u002F2020\u002F01\u002F02\u002Fnew-years-resolutions-2020-health-finance\"\u003Epopular goals\u003C\u002Fa\u003E is, unsurprisingly, getting more sleep. But there’s a problem: the ongoing coronavirus crisis has made getting a good night’s rest significantly harder. Some experts even have a term for it: ‘coronasomnia’ or ‘Covid-somnia’.\u003C\u002Fp\u003E\n\u003Cp\u003EThis is the phenomenon that’s hit people all over the world as they experience insomnia linked to the stress of life during Covid-19. In the UK, an August 2020 study from the University of Southampton showed that \u003Ca href=\"https:\u002F\u002Fwww.southampton.ac.uk\u002Fnews\u002F2020\u002F08\u002Fsleeploss-lockdown.page\"\u003Ethe number of people experiencing insomnia rose\u003C\u002Fa\u003E from one in six to one in four, with more sleep problems in communities including mothers, essential workers and BAME groups. In China, \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpmc\u002Farticles\u002FPMC7274952\u002F\"\u003Einsomnia rates rose\u003C\u002Fa\u003E from 14.6% to 20% during peak lockdown. An “alarming prevalence” of clinical insomnia was observed \u003Ca href=\"https:\u002F\u002Fwww.frontiersin.org\u002Farticles\u002F10.3389\u002Ffpsyt.2020.579107\u002Ffull\"\u003Ein Italy\u003C\u002Fa\u003E, and \u003Ca href=\"https:\u002F\u002Feuropepmc.org\u002Farticle\u002Fpmc\u002Fpmc7217074\"\u003Ein Greece\u003C\u002Fa\u003E, nearly 40% of respondents in a May study were shown to have insomnia. The word “insomnia” \u003Ca href=\"https:\u002F\u002Fwww.sciencedaily.com\u002Freleases\u002F2020\u002F11\u002F201118141724.htm\"\u003Ewas Googled more in 2020\u003C\u002Fa\u003E than it ever had been before.\u003C\u002Fp\u003E\n\u003Cp\u003ESimple, more of us are now insomniacs. With the pandemic into its second year, months of social distancing have rocked our daily routines, erased work-life boundaries and brought ongoing uncertainty into our lives – with disastrous consequences for sleep. Our health and productivity could face serious problems because of it. Yet the scale of the problem could potentially bring change, introducing new elements into how we treat sleep disorders – and get our lives back on track.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EDisrupted lives\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EInsomnia, whether in a pandemic or not, is difficult to live with. Consistently having trouble falling asleep, or experiencing poor quality sleep, can lead to long-term health impacts including obesity, anxiety, depression, cardiovascular disease and diabetes. Sleep insufficiency – which many health authorities \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fbooks\u002FNBK19961\u002F\"\u003Eclassify as less than seven hours a night\u003C\u002Fa\u003E – also affects your work; \u003Ca href=\"https:\u002F\u002Fwww.sleepfoundation.org\u002Fsleep-hygiene\u002Fgood-sleep-and-job-performance\"\u003Emany studies\u003C\u002Fa\u003E have shown that it makes you more likely to make mistakes, wrecks your concentration, increases reaction times and affects your moods.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210121-the-coronasomnia-phenomenon-keeping-us-from-getting-sleep-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"insomnia woman","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210121-the-coronasomnia-phenomenon-keeping-us-from-getting-sleep-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThat so many of us are currently experiencing sleeplessness comes down to the current configuration of challenging, “almost Biblical” circumstances, says Dr Steven Altchuler, a psychiatrist and neurologist who specialises in sleep medicine at the Mayo Clinic, one of the US’s largest medical research organisations. “If you’re having insomnia, you’re in good company – much of the world is, too. It’s a consequence of all the changes we’re experiencing in Covid,” he says.\u003C\u002Fp\u003E\n\u003Cp\u003EMultiple factors are at play. First, our daily routines and environments have been disrupted, making it hard to keep our circadian rhythm intact. Normally, our days run to a schedule of alarm clocks, commutes, breaks and bedtimes – but Covid-19 has shaken all that up. “We lost many of the external cues that are present in the office meetings, the scheduled lunch breaks,” says Altchuler. “What you’re doing [during remote working] is disrupting your body’s clock.”\u003C\u002Fp\u003E\n\u003Cp\u003E“Your brain is conditioned: you’re always at your workplace and working, and then at your home and you’re relaxing. There’s a differentiation there. Now, we’re all just home all the time,” says Angela Drake, a clinical health professor at the University of California, Davis who treats patients with sleep disorders and \u003Ca href=\"https:\u002F\u002Fhealth.ucdavis.edu\u002Fhealth-news\u002Fnewsroom\u002Fcovid-19-is-wrecking-our-sleep-with-coronasomnia--tips-to-fight-back-\u002F2020\u002F09\"\u003Ewho’s written about coronasomnia.\u003C\u002Fa\u003E She also flags up the fact that when we work from home, we may be getting less exercise and potentially less exposure to natural light – both of which contribute to better sleep.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210121-the-coronasomnia-phenomenon-keeping-us-from-getting-sleep-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"That so many of us are currently experiencing sleeplessness comes down to the current configuration of challenging, “almost Biblical” circumstances","id":"worklife\u002Farticle\u002F20210121-the-coronasomnia-phenomenon-keeping-us-from-getting-sleep-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThere’s also the issue of work performance. Unemployment in many countries is the \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fnews\u002Fbusiness-54520521\"\u003Ehighest it’s been in years\u003C\u002Fa\u003E, so it’s no surprise those who are employed want to work hard to keep their jobs. The problem is that working from home can blur lines that used to be fixed, with many people reporting \u003Ca href=\"https:\u002F\u002Fhbswk.hbs.edu\u002Fitem\u002Fyou-re-right-you-are-working-longer-and-attending-more-meetings\"\u003Eworking longer\u003C\u002Fa\u003E or \u003Ca href=\"https:\u002F\u002Fwww.pbs.org\u002Fnewshour\u002Fhealth\u002Fthis-is-not-working-parents-juggling-jobs-and-child-care-under-covid-19-see-no-good-solutions\"\u003Eirregular hours.\u003C\u002Fa\u003E “We tend to have much less clear boundaries between home and work,” says Altchuler. “People tend to be staying up later.” For many of us, leaving “work at work” is now completely impossible, and disconnecting from the to-do lists and daily stresses of the workday is harder than ever.\u003C\u002Fp\u003E\n\u003Cp\u003EAdded to this is the fact that we miss our hobbies and friends – vital outlets for relaxation and destressing. Many of us are experiencing mental health problems, which can feed into sleep problems, or vice versa. Our general sense of uncertainty and lack of control can also feed into sleep issues, while the pandemic’s longevity is also a factor; what started out as a “hunkering down” period to play video games and stockpile toilet paper has become a landscape for life that feels semi-permanent. “Initially, people tended to feel motivated to get through the stress [of the pandemic]. But as it continues over time, most people become less able to cope, resulting in greater problems, including insomnia,” says Drake.\u003C\u002Fp\u003E\n\u003Cp\u003ESome sleep problems will have become “chronic and long-lasting”, she adds, because the pandemic has created delays to getting treatment in some cases; people have only sought medical attention in emergencies, while some healthcare facilities have become short-staffed or overwhelmed with Covid-19 patients.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210121-the-coronasomnia-phenomenon-keeping-us-from-getting-sleep-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"man on phone in bed","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210121-the-coronasomnia-phenomenon-keeping-us-from-getting-sleep-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn fact, healthcare workers have been hit particularly hard by insomnia over the last 12 months. In December, the University of Ottawa analysed 55 global studies of more than 190,000 participants to measure the prominence of insomnia, depression, anxiety and post-traumatic stress disorder (PTSD) since the beginning of the pandemic. All disorders rose at least 15% among healthcare workers, with \u003Ca href=\"https:\u002F\u002Fwww.eurekalert.org\u002Fpub_releases\u002F2020-12\u002Fuoo-hwh121720.php\"\u003Einsomnia seeing the biggest spike\u003C\u002Fa\u003E at nearly 24%.\u003C\u002Fp\u003E\n\u003Cp\u003EAltchuler points out that insomnia is “commonly associated with PTSD” and, whether you’re a frontline worker or not, it’s common for insomnia to spike after big, negative world events. In general, whenever someone experiences trauma – whether it’s a widespread health emergency like Covid-19, a public disaster like 9\u002F11 or something more individual like a car accident – they can experience persistent sleep problems that go along with PTSD.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EHow to fight back\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EExperts say it’s important to seek help when sleeping problems persist – especially these days.\u003C\u002Fp\u003E\n\u003Cp\u003E“As the pandemic has continued for a significant time period, not just a couple of months, there’s a high possibility that rates of insomnia won’t dip,” says Lisa Artis, deputy CEO at the Sleep Charity in the UK. “That’s because if people don’t seek help when they start to suffer with their sleep, the chances are their sleep issues become a sleep disorder, i.e., insomnia, and unfortunately there isn’t a quick fix… It’s difficult to break habits that have formed.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210121-the-coronasomnia-phenomenon-keeping-us-from-getting-sleep-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"It’s common for insomnia to spike after big, negative world events","id":"worklife\u002Farticle\u002F20210121-the-coronasomnia-phenomenon-keeping-us-from-getting-sleep-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBut there is some good news. Twelve months into the pandemic, some experts think that it’s triggered advancements in treatment of sleep disorders. Altchuler points to the “rapid expansion of telehealth – virtual medicine and virtual visits” linked to quarantining and our inability or reluctance to visit medical facilities in person. The most common treatment for sleep problems is cognitive behavioural therapy for insomnia (known as CBT-I), which improves your “sleep hygiene” (no smoking or drinking before bed, for example) and trains your brain to associate bed with sleep only by behavioural changes (no working in bed). A University of Michigan study from last year showed that patients who sought CBT-I via telemedicine received \u003Ca href=\"https:\u002F\u002Fpubmed.ncbi.nlm.nih.gov\u002F32658298\u002F\"\u003Ejust as effective treatment\u003C\u002Fa\u003E as they would have had in person, potentially opening up better access to assistance.\u003C\u002Fp\u003E\n\u003Cp\u003EThere are also things individuals can do to try and address the problem. “One of my big rules is you can’t work on your laptop in bed,” Drake says. “I don’t care how comfortable it is. Eventually, the brain pairs work with the bed – it’s a reinforcement kind of thing.” Also limit your news consumption to avoid anxiety that keeps you up at night, don’t use your phone as an alarm clock (another item associated with work – plus the “blue light” devices emit are bad for your sleep) and turn the clock on your nightstand around so you don’t get stressed as you try to fall asleep.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd remember, these circumstances are far from ordinary – so it’s not surprising we’re facing challenges. “The last time there was this kind of event was over 100 years ago,” says Drake. “This is not anything any of us have ever experienced before.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210121-the-coronasomnia-phenomenon-keeping-us-from-getting-sleep-8"}],"collection":null,"disableAdverts":false,"displayDate":"2021-01-25T14:57:49Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The 'coronasomnia' phenomenon keeping you from getting sleep","headlineShort":"How 'coronasomnia' ruins your sleep","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Disrupted routines and ongoing uncertainty are contributing to a surge in insomnia. What can we do about it?","summaryShort":"How to beat the phenomenon that's keeping you awake at night","tag":[],"textToSpeech":false,"creationDateTime":"2021-01-24T21:02:13.62694Z","entity":"article","guid":"983e38ae-5738-4a2f-b54b-36fad98db28a","id":"worklife\u002Farticle\u002F20210121-the-coronasomnia-phenomenon-keeping-us-from-getting-sleep","modifiedDateTime":"2021-09-02T05:17:43.839964Z","project":"worklife","slug":"20210121-the-coronasomnia-phenomenon-keeping-us-from-getting-sleep","cacheLastUpdated":1634675381427},"worklife\u002Farticle\u002F20210113-whats-the-best-plan-for-a-radical-new-workday":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210113-whats-the-best-plan-for-a-radical-new-workday","_id":"6153615c45ceed79cf5c777e","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Work as we know it will never be the same – but are we prepared for a drastic transformation of where and when we do our jobs?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAs most knowledge workers have toiled away remotely for nearly a year, some are eager to get back to the office, while others have high hopes of being able to stay at home. Regardless of the camp you fall into, there’s one question that’s hanging over everyone: what will work actually look like on the other side of the pandemic? Will our structure revert to pre-pandemic days: 9 to 5, five days a week?\u003C\u002Fp\u003E\n\u003Cp\u003EMaybe, but maybe not. Some companies are anxious to get workers back to their desks, but at the same time, employee desire is ramping for a new type of \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200824-why-the-future-of-work-might-be-hybrid\"\u003E‘hybrid’ work future\u003C\u002Fa\u003E – a mix of both office presence as well as some time remote.\u003C\u002Fp\u003E\n\u003Cp\u003EWhile some of these proposals to shake up the structure of work simply focus on giving employees a little more flexibility, a few are more dramatic. Some work and productivity experts are proposing that we blow up the notion of working five days or setting standard hours and workplaces altogether. If companies and workers rally around these big ideas, they’ll create \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201023-coronavirus-how-will-the-pandemic-change-the-way-we-work\"\u003Ea world of work that looks very different than it did a year ago\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWorking ‘3-2-2’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThree days in the office, two days remote and two days off. That’s the premise behind \u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2020\u002F08\u002Fhow-to-actually-save-time-when-youre-working-remotely\"\u003E‘3-2-2’, a new work-structure proposal\u003C\u002Fa\u003E from academics Lauren C Howe, Ashley Whillans and Jochen I Menges. The emphasis on flexibility is key here, as workers choose the set-up that works best for them and mould their days around their personal schedules. (It’s a striking contrast to \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20190718-china-996\"\u003EChina’s similarly named 9-9-6\u003C\u002Fa\u003E, in which employees work 9 a.m. to 9 p.m., six days a week, in a rigid structure.)\u003C\u002Fp\u003E\n\u003Cp\u003E“Employees have appreciated the flexibility experienced during the pandemic, and desire more of it in the future,” says Whillans, an assistant professor in negotiations, organisations and markets at Harvard Business School. Although she expects employers to still require five days of work, generally on a Monday-through-Friday schedule, the key to the 3-2-2 model is enabling employees to pick where they work. “The exact enactment of flexibility will involve companies considering factors like Covid safety risks, employee preferences and a discussion of what kinds of activities would benefit from some in-person interaction,” she says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210113-whats-the-best-plan-for-a-radical-new-workday-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210113-whats-the-best-plan-for-a-radical-new-workday-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhillans adds that the 3-2-2 model would look different across different organisations – especially within larger companies in which coordinating multiple workers in person at the same time could be more complicated. But the point remains the same: honour workers’ preferences while keeping collaboration and productivity at peak.\u003C\u002Fp\u003E\n\u003Cp\u003E“Every office has a different consideration set, but the general idea is to think about when to encourage employees to come to the office versus stay at home to facilitate work-life balance and increase creative and informal social interactions among employees,” she says.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EFour-day workweek\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe concept of a \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20190718-four-day-week\"\u003Efour-day workweek\u003C\u002Fa\u003E isn’t new – some companies have been toying with the idea, or even experimenting with it, in \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20190429-the-australian-company-that-banned-work-on-wednesdays\"\u003Eworkplaces across the globe\u003C\u002Fa\u003E for a few years. The proposal has been around \u003Ca href=\"https:\u002F\u002Ftheconversation.com\u002Fwhy-a-four-day-workweek-is-not-good-for-your-health-64516\"\u003Esince the 1970s\u003C\u002Fa\u003E, and implemented sporadically over past few decades with mixed success. But workers are renewing the call amid the pandemic, hoping it’s a more realistic solution than ever before.\u003C\u002Fp\u003E\n\u003Cp\u003EOne reason is that our relationship with productivity has evolved in an unexpected way that perhaps only the pandemic could have catalysed: many are finding that while working remotely they’ve \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2020\u002F06\u002F23\u002Fbusiness\u002Fworking-from-home-productivity.html\"\u003Ebeen more efficient\u003C\u002Fa\u003E, not needing five full days to get their work done. A survey from US jobs site FlexJobs showed that 51% of respondents reported being \u003Ca href=\"https:\u002F\u002Fwww.flexjobs.com\u002Fblog\u002Fpost\u002Fsurvey-productivity-balance-improve-during-pandemic-remote-work\"\u003Emore productive at home\u003C\u002Fa\u003E – even \u003Ca href=\"https:\u002F\u002Fwww.flexjobs.com\u002Fblog\u002Fpost\u002Fremote-work-statistics\u002F\"\u003Eworking parents\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EPart of this increased output may be the result of better focus without the buzz and clamour of colleagues. But the other element may be that there \u003Ca href=\"https:\u002F\u002Fwww.wired.com\u002Fstory\u002Feight-hour-workday-is-a-lie\u002F\"\u003Esimply isn’t enough work to fill five days\u003C\u002Fa\u003E, and workers find ways to occupy the time just to hit their desk-hours quota (think of all the time you spend checking social media or shopping, only to quickly toggle your browser tab when your boss walks by). This isn’t a new assertion: London School of Economics anthropology professor David Graeber raised the point back in 2018 by in his book \u003Ca href=\"https:\u002F\u002Fwww.newyorker.com\u002Fbooks\u002Funder-review\u002Fthe-bullshit-job-boom\"\u003EBullshit Jobs\u003C\u002Fa\u003E. Plus, working more hours than necessary may also have detrimental effects, such as \u003Ca href=\"https:\u002F\u002Fwww.inverse.com\u002Fmind-body\u002Fexperts-reveal-the-ideal-number-of-hours-you-should-work-each-week\"\u003Edecreased productivity and mental-health consequences\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210113-whats-the-best-plan-for-a-radical-new-workday-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Advancement of the four-day workweek isn’t just a pandemic-induced dream: Covid-19 has influenced companies to take up the strategy","id":"worklife\u002Farticle\u002F20210113-whats-the-best-plan-for-a-radical-new-workday-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAdvancement of the four-day workweek isn’t just a pandemic-induced dream: Covid-19 has influenced a few companies to take up the strategy.\u003C\u002Fp\u003E\n\u003Cp\u003EIn December, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fbusiness-55139079\"\u003EUnilever New Zealand implemented a four-day workweek trial\u003C\u002Fa\u003E. “Our employees will work 80% of the time, while retaining 100% of their salaries and deliver 100% of their KPIs\u002Foutput,” says Nick Bangs, general manager of Unilever New Zealand. There’s no “overarching template”, he adds, so workers choose their day off. The purpose, he says, is creating a “new productivity mindset”, and encourage more flexibility and better health.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA new reality?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThese two approaches represent very different re-thinks of how we work: 3-2-2 emphasises flexibility across a 40-hour week; four-day workweek maintains structure, though with less time to be \u003Cem\u003Eon\u003C\u002Fem\u003E. Is one more likely to happen than another?\u003C\u002Fp\u003E\n\u003Cp\u003EOf course, it’s tough to say; ongoing impacts of the pandemic will continue to shift not only our thinking and values, but also our expectations of employers. In some ways, 3-2-2 may seem more ‘realistic’ as \u003Ca href=\"https:\u002F\u002Fwww.weforum.org\u002Fagenda\u002F2020\u002F07\u002Fstaff-demand-flexible-working-after-covid-19-adecco\u002F\"\u003Eworkers demand more flexibility\u003C\u002Fa\u003E, which 3-2-2 offers in spades. But we haven’t quite seen the proposal in action at scale – whereas the four-day workweek is already in motion for some companies, with others considering taking up the approach.\u003C\u002Fp\u003E\n\u003Cp\u003EBut there are also people who hate the idea of dismantling the typical workday structure all together, saying changes may \u003Ca href=\"https:\u002F\u002Fwww.talent-quarterly.com\u002Fwhy-the-4-day-workweek-is-a-terrible-idea\u002F\"\u003Elet competition get ahead\u003C\u002Fa\u003E, leave clients waiting for responses, \u003Ca href=\"https:\u002F\u002Ftheconversation.com\u002Fwhy-a-four-day-workweek-is-not-good-for-your-health-64516\"\u003Edamage workers’ health\u003C\u002Fa\u003E and even sink the corporate world as we know it.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210113-whats-the-best-plan-for-a-radical-new-workday-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"left","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210113-whats-the-best-plan-for-a-radical-new-workday-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn the past, some firms that have embraced flexible, remote working \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2020\u002F06\u002F29\u002Ftechnology\u002Fworking-from-home-failure.html\"\u003Ehave found the move disastrous\u003C\u002Fa\u003E for their output and bottom lines; in 2013, Yahoo CEO Marissa Mayer actually rolled back telecommuting initiatives, and forced employees back into traditional structures.\u003C\u002Fp\u003E\n\u003Cp\u003ESimilarly, the four-day workweek has virulent critics. Speaking on \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fsounds\u002Fplay\u002Fw3csz8bg\"\u003EBBC’s Business Daily in December\u003C\u002Fa\u003E, Marc Effron, president of global HR company The Talent Strategy Group, said, “It feels like we’re somehow rewarding people for being inefficient by saying, ‘Well, because you were wasting so much time before, now that you’ve found some of that time by squeezing it into a four-day workweek, we’ll allow you just to work those four days’.” Simply, he posits that if workers can do five days of work in four, they’re not putting in 100% effort to begin with.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd even advocates for both 3-2-2 and the four-day workweek concede the plans aren’t without their wrinkles and caveats.\u003C\u002Fp\u003E\n\u003Cp\u003EWhillans says that some companies will face challenges others won’t. “Organisations will have to think carefully about how to structure the in-office time so that the right people from the right teams are coming to work at the same time… Additionally, it will be up to leaders and organisations to coordinate schedules so no one is being left out.”\u003C\u002Fp\u003E\n\u003Cp\u003EAnd Unilever’s Bangs says that in order to stick with their new four-day approach, there needs to be a visible upside, otherwise they’ll end the experiment, currently set to finish in December 2021. “This trial is not about compromising business growth for the benefit of wellbeing, or vice versa. For this to be deemed successful, we need great business results, our people telling us they have the mental and physical energy to bring the best version of themselves to work and our customers continuing to receive the same level of excellent service we pride ourselves on.” Regardless of what happens in New Zealand, however, Unilever CEO Alan Jope says that \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Fbusiness\u002F2021\u002Fjan\u002F13\u002Funilever-workers-will-never-return-to-desks-full-time-says-boss\"\u003Ethe company will never go back to the five-day in-office structure\u003C\u002Fa\u003E they had pre-pandemic, which he added in a Reuters news conference \"seems very old-fashioned now\".\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201029-the-biggest-unknowns-in-a-post-pandemic-work-world\"\u003ELike many elements of our daily lives\u003C\u002Fa\u003E, the answer is still up in the air. But among the questions, one thing seems all but certain: the way we work will never be quite the same.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EAdditional sourcing and reporting by Bryan Lufkin.\u003C\u002Fem\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210113-whats-the-best-plan-for-a-radical-new-workday-6"}],"collection":[],"disableAdverts":false,"displayDate":"2021-01-18T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"What’s the best plan for a radical new workday?","headlineShort":"Is the 5-day workweek dead?","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":[],"relatedStories":[],"relatedTag":null,"summaryLong":"Work as we know it will never be the same – but are we prepared for a drastic transformation of where and when we do our jobs?","summaryShort":"If the five-day, 9-to-5 office schedule is a thing of the past, what comes next?","tag":[],"textToSpeech":false,"creationDateTime":"2021-01-17T21:11:18.556347Z","entity":"article","guid":"311ed32a-083a-416c-ab3f-fd26ee349b8f","id":"worklife\u002Farticle\u002F20210113-whats-the-best-plan-for-a-radical-new-workday","modifiedDateTime":"2021-09-02T05:17:18.661166Z","project":"worklife","slug":"20210113-whats-the-best-plan-for-a-radical-new-workday","cacheLastUpdated":1634675381427},"worklife\u002Farticle\u002F20210129-lillrdag-swedens-workers-destress-with-little-saturday":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210129-lillrdag-swedens-workers-destress-with-little-saturday","_id":"615361c645ceed2f8b330893","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"As the weeks drag on and individual days lose meaning, embracing a Nordic tradition may give us reason to celebrate, just because.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhen the Arctic winds pick up, blasting drifting snow, Harpo Adolfsson has his work cut out for him. Adolfsson, a 63-year-old machine operator at the famous Icehotel in Jukkasjärvi, northern Sweden, clears away the powdery mounds atop walkways and roads. On especially gusty days, he works up to 12 hours, from as early as 0400. “Working with machines, you must be alert all the time, so it can be really tiring,” he says. “Sometimes, it’s a long wait to the weekend.”\u003Cbr \u002F\u003E \u003Cbr \u002F\u003E Four years ago, Adolfsson and a few colleagues started meeting on Wednesday nights to break up the workweek. They pour pints of Guinness by candlelight, and take turns cooking at each other’s homes. Their Danish colleague brings \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Ffood\u002Frecipes\u002Fsmrrebrd_with_fish_cakes_37531\"\u003Esmørrebrød\u003C\u002Fa\u003E, while Adolfsson likes making homemade hamburgers and reindeer. “You never know what we’re going to have,” he says. “Sometimes it’s something fried, or salmon. Sometimes it’s a three-course meal.” \u003C\u002Fp\u003E\n\u003Cp\u003EAdolfsson says the Wednesday get-togethers, replete with good food and lively conversation, keep up his spirits by consistently giving him something to look forward to – especially in the winter when the sky is dark for up to 20 hours daily. “It makes me happier because you know it’s going to happen and it’s going to be nice,” he says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210129-lillrdag-swedens-workers-destress-with-little-saturday-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Sometimes, it’s a long wait to the weekend – Harpo Adolfsson","id":"worklife\u002Farticle\u002F20210129-lillrdag-swedens-workers-destress-with-little-saturday-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAdolfsson’s gatherings are an example of the practice of ‘Little Saturday’, or \u003Cem\u003Elillördag\u003C\u002Fem\u003E. It’s a Nordic cultural tradition in which Wednesdays are regarded as opportunities for little weekend-like celebrations. According to Rickard Grassman, department head of management and senior lecturer at Stockholm University, the expression comes from when servants and maids worked on Saturdays and had a weekday off instead. “Historically, it has since been put into motion as a kind of little holiday in the middle of the week when people need time to blow off steam.” \u003C\u002Fp\u003E\n\u003Cp\u003EAs the pandemic has blurred the line between workdays and weekends, borrowing this Nordic tradition can be a way to calibrate the week, and even infuse a little bit of celebration and relief into the mundanity of yet another day at home. This is especially welcome during a time when prioritising health and happiness is more important than ever, says Grassman. “Having a more measured, moderate view on work-life balance creates a stabler sense of what happiness means,” he says. “Some extra time to treat ourselves to Little Saturdays is a good start to looking forward with optimism.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210129-lillrdag-swedens-workers-destress-with-little-saturday-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Harpo Adolfsson and friends (Haddock Elisabeth Photography)","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210129-lillrdag-swedens-workers-destress-with-little-saturday-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EA small treat – and perhaps a big relief\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ENot every Swede participates in lillördag, but the practise resonates with some, like Adolfsson, who find that the midweek break lifts their spirits. And although any weekday can technically be a lillördag (in Norway and Demark, Little Saturday is similarly called \u003Cem\u003Elille lørdag\u003C\u002Fem\u003E), it’s most commonly observed on Wednesdays. University students might party hard with pub specials, but Little Saturday can also be a quiet evening with family and friends or any excuse to pamper oneself. On Instagram, tens of thousands of \u003Ca href=\"https:\u002F\u002Fwww.instagram.com\u002Fexplore\u002Ftags\u002Flill%C3%B6rdag\u002F\"\u003Eposts tagged #lillördag\u003C\u002Fa\u003E show off indulgences from oysters and Champagne to campfires. \u003C\u002Fp\u003E\n\u003Cp\u003ELillördag is a square contrast to the North American concept of ‘Hump Day’, which frames Wednesday as a runner-up to Monday for worst day of the week; you’re \u003Cem\u003Ealmost \u003C\u002Fem\u003Ethrough, but still have plenty of time to go before the weekend. According to Constanze Leineweber, associate professor at the Stress Research Institute of Stockholm University, perceiving Wednesday as Little Saturday can make the workweek more bearable – especially now when our days in isolation seem to \u003Ca href=\"http:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Fartickel\u002F20200520-why-lockdown-life-feels-like-its-going-faster\"\u003Eblur together\u003C\u002Fa\u003E “with no end in sight”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210129-lillrdag-swedens-workers-destress-with-little-saturday-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"You can become motivated with smaller goals within the week which you can reach and get a reward for - Constanze Leineweber","id":"worklife\u002Farticle\u002F20210129-lillrdag-swedens-workers-destress-with-little-saturday-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Something like Little Saturdays can be quite wise in helping people to create structure and fulfilment even when they’re feeling lost,” she adds. “You can become motivated with smaller goals within the week which you can reach and get a reward for… and not totally lose the context and structure that we need.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘Little Saturdays are about staying sane’\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EWhile Sweden ranks first on the EU’s \u003Ca href=\"https:\u002F\u002Feige.europa.eu\u002Fpublications\u002Fgender-equality-index-2020-sweden\"\u003EGender Equality Index 2020\u003C\u002Fa\u003E, women are still at a greater risk for emotional exhaustion due to a \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200303-how-sweden-is-fixing-the-housework-gender-gap\"\u003Elack of work-life balance\u003C\u002Fa\u003E, says Leineweber, who studies work-family conflict in the Nordic countries. Her research shows that women are \u003Ca href=\"https:\u002F\u002Fwww.frontiersin.org\u002Farticles\u002F10.3389\u002Ffpsyg.2018.00640\u002Ffull\"\u003Eless likely than men\u003C\u002Fa\u003E to use their time outside work for relaxation, instead focusing on household and family demands. \u003C\u002Fp\u003E\n\u003Cp\u003EFor Stockholm-based Anitha Clemence, a mother of two, and Ann Söderlund, a mother of five, the self-care practice of lillördag has become even more important to their lives during Covid-19. Clemence allows her kids to have dessert like chocolate cake or Sweden’s beloved \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fhealth-43245138\"\u003Epick-and-mix candy\u003C\u002Fa\u003E, and puts on lipstick to meet friends on Zoom. Söderlund and her husband order in food for their boys aged four to 18.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210129-lillrdag-swedens-workers-destress-with-little-saturday-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Anitha Clemence and Ann Soderlund","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210129-lillrdag-swedens-workers-destress-with-little-saturday-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Growing up, every day we had some lillördag because my daddy was a journalist, and we travelled and moved around a lot. It’s in my blood,” explains Söderlund who, like her friend Clemence, is Swedish actress and writer. \u003C\u002Fp\u003E\n\u003Cp\u003ESix years ago, the tradition inspired the pair to start a podcast aptly called Lillelördag, which they release every Wednesday. They go back and forth on taboo issues related to relationships, motherhood and lifestyle, cutting loose and living by their motto, “Nothing is sacred on Little Saturday”. Clemence and Söderlund’s programme has amassed a large following of mostly female listeners, and Lillelördag is one of Sweden’s top 50 podcasts. According to Clemence, the co-hosts have been touched to hear how the podcast is playing an important part in listeners’ lives during the pandemic, providing them with a fun soundtrack for their outdoor walks and lunch breaks, stirring that Little Saturday feeling.\u003C\u002Fp\u003E\n\u003Cp\u003E“Little Saturdays are about staying sane,” laughs Clemence. “We have always encouraged our listeners to treat themselves on Little Saturday to something extra just because … it helps us so much.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EIt’s the little things\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EWith no definitive end in sight for the pandemic – and, subsequently, our dragging workweeks – borrowing the Nordic lillördag practice could help us look forward to something each week as a pleasant break to the monotony. \u003C\u002Fp\u003E\n\u003Cp\u003ESöderlund, who contracted Covid-19 herself, says that the pandemic has helped her to remember how important life’s simple pleasures can be – and how in trying times, little things can make all the difference. “Every day I’m setting out at least 21 forks, knives and plates [for dinner], we are studying and working from home,” she says, exhaling. “During corona, lillördag has become even more important for me. It’s like, ‘Now I can just relax and have a glass of wine.’”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210129-lillrdag-swedens-workers-destress-with-little-saturday-8"}],"collection":null,"disableAdverts":false,"displayDate":"2021-02-03T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Lillördag: Sweden's workers de-stress with 'Little Saturday'","headlineShort":"The Nordic way to help de-stress","image":[],"imageAlignment":"centre","imageAltText":"Harpo Adolfsson in his snow-clearing vehicle (Credit: Asaf Kliger)","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":[],"relatedStories":[],"relatedTag":null,"summaryLong":"As the weeks drag on and individual days lose meaning, embracing a Nordic tradition may give us reason to celebrate, just because.","summaryShort":"How 'Little Saturday' can lift our spirits and help us unwind","tag":[],"textToSpeech":false,"creationDateTime":"2021-02-02T22:10:55.269314Z","entity":"article","guid":"2f2cdc5b-00c5-4bbc-9847-38435e8b74ab","id":"worklife\u002Farticle\u002F20210129-lillrdag-swedens-workers-destress-with-little-saturday","modifiedDateTime":"2021-09-02T05:18:08.654657Z","project":"worklife","slug":"20210129-lillrdag-swedens-workers-destress-with-little-saturday","cacheLastUpdated":1634675381427},"worklife\u002Farticle\u002F20201123-the-psychology-behind-revenge-bedtime-procrastination":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20201123-the-psychology-behind-revenge-bedtime-procrastination","_id":"61535fe245ceed4e067d5e31","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Flu-hai-liang"],"bodyIntro":"Many young Chinese workers prioritise leisure time over sleep after long work days – even though they know it’s unhealthy. What’s driving this behaviour?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EEmma Rao spent almost three years on China’s notorious ‘\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20180508-young-chinese-are-sick-of-working-overtime\"\u003E996 schedule\u003C\u002Fa\u003E’: working from nine in the morning to nine in the evening, six days a week. Rao, who is originally from Nanjing, moved to financial hub Shanghai about five years ago to work for a multinational pharmaceutical company. The job quickly took over her life.\u003C\u002Fp\u003E\n\u003Cp\u003E“I was almost depressed,” she says. “I was deprived of all my personal life.” After her shift, which sometimes included overtime, she had a small window to eat, shower and go to bed – but she sacrificed sleep to eke out some personal time. Often, Rao would stay up surfing the internet, reading the news and watching online videos until well after midnight.\u003C\u002Fp\u003E\n\u003Cp\u003ERao was doing what the Chinese have called ‘bàofùxìng áoyè’ – or ‘revenge bedtime procrastination’. The phrase, which could also be translated as ‘retaliatory staying up late’, \u003Ca href=\"https:\u002F\u002Ftwitter.com\u002Fdaphnekylee\u002Fstatus\u002F1277101831693275136\"\u003Espread rapidly on Twitter\u003C\u002Fa\u003E in June after a post by journalist Daphne K Lee. She described the phenomenon as when “people who don’t have much control over their daytime life refuse to sleep early in order to regain some sense of freedom during late-night hours”.   \u003C\u002Fp\u003E\n\u003Cp\u003EHer post clearly struck a chord. In a reply ‘liked’ more than 4,500 times, Twitter user Kenneth Kwok \u003Ca href=\"https:\u002F\u002Ftwitter.com\u002FKennethKwok20\u002Fstatus\u002F1277120227919060992\"\u003Etweeted\u003C\u002Fa\u003E: “Typical 8 to 8 in office, [by the time I] arrive home after dinner and shower it’s 10 p.m., probably won’t just go to sleep and repeat the same routine. A few hours of ‘own time’ is necessary to survive.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20201123-the-psychology-behind-revenge-bedtime-procrastination-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"I want to steal back my time – Gu Bing","id":"worklife\u002Farticle\u002F20201123-the-psychology-behind-revenge-bedtime-procrastination-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIt’s not clear exactly where this term came from. The earliest mention this reporter found was in a blog \u003Ca href=\"https:\u002F\u002Fzhuanlan.zhihu.com\u002Fp\u002F50163285?utm_source=wechat_session&utm_medium=social&s_r=0\"\u003Epost\u003C\u002Fa\u003E dated November 2018, although its origins likely predate this. The post’s author – a man from Guangdong province – wrote that during the workday he “belonged to someone else,” and that he could only “find himself” when he got home and could lie down. This revenge bedtime procrastination was sad, he wrote, because his health suffered, but it was also “great” because he got a bit of freedom.  \u003C\u002Fp\u003E\n\u003Cp\u003EThe phrase might have been popularised in China, but the phenomenon it describes is likely widespread, with over-stretched workers all over the world putting off bedtime to claim some precious personal time – even though they know it’s not good for them. \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201123-the-psychology-behind-revenge-bedtime-procrastination-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p08zf481"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20201123-the-psychology-behind-revenge-bedtime-procrastination-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EBlurring boundaries \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EExperts have long warned that insufficient sleep is an unheeded \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpmc\u002Farticles\u002FPMC6473877\u002F\"\u003Eglobal public-health epidemic\u003C\u002Fa\u003E. The \u003Ca href=\"https:\u002F\u002Fwww.philips.com\u002Fa-w\u002Fabout\u002Fnews\u002Farchive\u002Fstandard\u002Fnews\u002Fpress\u002F2019\u002F20190307-in-recognition-of-world-sleep-day-philips-presents-its-annual-global-sleep-survey-results.html\"\u003E2019 Phillips Global Sleep Survey,\u003C\u002Fa\u003E which received more than 11,000 responses from 12 countries, showed that 62% of adults worldwide feel they don’t get enough sleep, averaging 6.8 hours on a weeknight compared to the recommended amount of eight hours. People cited various reasons for this shortfall, including stress and their sleeping environment, but 37% blamed their hectic work or school schedule.\u003C\u002Fp\u003E\n\u003Cp\u003EIn China, a \u003Ca href=\"http:\u002F\u002Feurope.chinadaily.com.cn\u002Fa\u002F201803\u002F19\u002FWS5aaf7a3fa3106e7dcc14288d.html\"\u003Enational survey\u003C\u002Fa\u003E in 2018 showed that 60% of people born after 1990 were not getting enough sleep, and that those living in the biggest cities suffered the most. The tech companies who created 996 culture tend to be based in big cities, and their work practices have influenced other sectors. A \u003Ca href=\"https:\u002F\u002Fwww.caixinglobal.com\u002F2020-08-19\u002Ftrending-in-china-all-work-and-no-play-china-complains-of-long-working-hours-culture-101594584.html\"\u003Erecent report\u003C\u002Fa\u003E by state broadcaster CCTV and the National Bureau of Statistics said the average Chinese employee only had 2.42 hours per day when they were not at work or asleep, down by 25 minutes from the previous year.\u003C\u002Fp\u003E\n\u003Cp\u003EGu Bing, a 33-year-old creative director at a digital agency in Shanghai, often works late and considers going to sleep before 0200 an early night. “Even though I am tired the next day, I don’t want to sleep early,” she says. Gu loved late nights in her 20s, but has started to think about adopting more “normal” sleeping habits. Yet her friends are often also awake in the middle of the night. “I really need that time. I want to be healthy but they [her employers] stole my time. I want to steal back my time.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201123-the-psychology-behind-revenge-bedtime-procrastination-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"In China, a national survey in 2018 showed that 60% of people born after 1990 were not getting enough sleep, and that those living in the biggest cities suffered the most","id":"worklife\u002Farticle\u002F20201123-the-psychology-behind-revenge-bedtime-procrastination-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ELong hours at the office aside, another part of the problem is that modern working patterns mean people find it harder to draw boundaries between work and home, says Ciara Kelly, a lecturer in work psychology at Sheffield University’s Management School. Emails and instant messaging mean employers can always be in touch. “This can make it feel more like we are ‘always at work,’ because work can call on us at any time,” she says.\u003C\u002Fp\u003E\n\u003Cp\u003EJimmy Mo, 28, an analyst at a games development firm in the southern metropolis of Guangzhou, has found combining his passion for video games with work a double-edged sword. “Work is also my hobby. I love to sacrifice my leisure time for this,” he says, explaining that he is required to play different games after work as well as take online classes to boost his professional skills. He also has hobbies including yoga and singing; squeezing them in means that Mo often doesn’t turn in until 0200. He knows this lack of sleep is potentially exacerbating an exisiting health condition, and that sleeping more could make him healthier and happier, but says he feels peer pressure to do and achieve more.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201123-the-psychology-behind-revenge-bedtime-procrastination-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p08zf49c"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20201123-the-psychology-behind-revenge-bedtime-procrastination-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EThe sleep ‘Catch-22’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAlthough people might resent work squeezing their leisure time, reducing sleep is probably not the best ‘retaliation’. Sleep deprivation, especially long term, can lead to a host of harmful effects, both \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpmc\u002Farticles\u002FPMC5449130\u002F\"\u003Emental and physical\u003C\u002Fa\u003E. In Matthew Walker’s book Why We Sleep: Unlocking the Power of Sleep and Dreams, the neuroscientist is blunt: “The shorter your sleep, the shorter your life span.” And people, in general, know this: everybody interviewed for this article felt their sleep patterns were unhealthy – but they still kept late nights.\u003C\u002Fp\u003E\n\u003Cp\u003EPsychology may explain the reason why people would choose to eke out this leisure time even at the expense of sleep. A growing body of evidence points to \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F261602550_Recovery_from_job_stress_The_stressor-detachment_model_as_an_integrative_framework\"\u003Ethe importance of time away from work pressure\u003C\u002Fa\u003E; failure to detach can lead to stress, reduced wellbeing and burnout. “One of the most important parts of recovery from work is sleep. However, sleep is affected by how well we detach,” says Sheffield University’s Kelly. It’s important, she explains, to have downtime when we can be mentally distanced from work, which would explain why people are willing to sacrifice sleep for post-work leisure.  \u003C\u002Fp\u003E\n\u003Cp\u003E“People are stuck in a Catch-22 when they don’t have time to detach from their work before they go to sleep, it is likely to negatively affect their sleep,” says Kelly. The real solution, she suggests, is to ensure that individuals are allowed time to engage in activities that provide this detachment. However, this is often not something employees can achieve by themselves.  \u003C\u002Fp\u003E\n\u003Cp\u003EHeejung Chung, a labour sociologist at the University of Kent and an advocate for greater workplace flexibility, sees the practice of delaying sleep as the fault of employers. Tackling the problem would benefit workers but also help ensure a “healthy, efficient workplace”, she points out. “It’s actually a productivity measure,” she says. “You need that time to unwind. Workers need something to do other than work. It’s risky behaviour to do only one thing.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EGreater flexibility \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ESince the pandemic, companies in many nations have implemented work-from-home policies, introducing greater flexibility into working lives but also, in some cases, further blurring already tenuous boundaries between work and home. It’s not yet clear how this might affect the kind of work culture that leaves employees shunning sleep to claw back some free time. \u003C\u002Fp\u003E\n\u003Cp\u003EChung says that genuine change requires an institutional shift, across many companies. “It’s difficult for individuals to react [to their work situation],” she says. But she does advise employees to talk to their colleagues and collectively approach their boss, with evidence, if they want to ask for change.\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, this might not be forthcoming in China. In fact, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200430-is-china-going-back-to-normal-coronavirus-covid-19\"\u003Ereports suggest\u003C\u002Fa\u003E that companies are digging in even more when it comes to overtime as they try to bounce back from losses caused by Covid-19. Krista Pederson, a consultant who works with multinationals and Chinese corporations from Beijing, says that she’s observed this trend. Chinese companies see their working culture as an advantage over markets like the US or Europe where people tend to work fewer hours: “They know they have hard workers who are ruthless and will do whatever it takes to get ahead, including working all the time,” she says.\u003C\u002Fp\u003E\n\u003Cp\u003EWith such a demanding work culture, employees will keep on tackling the problem in a way that works for them. Despite burning the candle at both ends, Gu Bing loves her job and embraces her stolen leisure time. “Sometimes, I really reckon night time is perfect, beautiful even,” she says. “My friends and I, we converse at night and sometimes we write songs together. It’s quiet and peaceful.”\u003C\u002Fp\u003E\n\u003Cp\u003EAnd there is the option, for the lucky ones, of changing jobs, which is what Emma Rao did, finally swapping her 996 job for a slightly less demanding one. However, Rao has found that old habits are hard to shake. “It is a revenge,” she says of her late bedtimes. “To get back some time for yourself.”\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201123-the-psychology-behind-revenge-bedtime-procrastination-8"}],"collection":null,"disableAdverts":false,"displayDate":"2020-11-26T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The psychology behind 'revenge bedtime procrastination'","headlineShort":"Why China is getting 'revenge' on sleep","image":["p08zf427"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210121-the-coronasomnia-phenomenon-keeping-us-from-getting-sleep","worklife\u002Farticle\u002F20210113-whats-the-best-plan-for-a-radical-new-workday","worklife\u002Farticle\u002F20210129-lillrdag-swedens-workers-destress-with-little-saturday"],"relatedTag":null,"summaryLong":"Many young Chinese workers prioritise leisure time over sleep after long work days – even though they know it’s unhealthy. What’s driving this behaviour?","summaryShort":"Why young Chinese workers embrace 'revenge bedtime procrastination'","tag":["tag\u002Fhow-we-live","tag\u002Fwork-life-balance"],"textToSpeech":false,"creationDateTime":"2020-11-25T20:05:02.974321Z","entity":"article","guid":"656541fe-5429-409b-9ef7-66173626242c","id":"worklife\u002Farticle\u002F20201123-the-psychology-behind-revenge-bedtime-procrastination","modifiedDateTime":"2021-09-02T05:15:14.877608Z","project":"worklife","slug":"20201123-the-psychology-behind-revenge-bedtime-procrastination","cacheLastUpdated":1634675381426},"worklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women","_id":"6153605d45ceed08d143d916","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":1634675381427},"worklife\u002Farticle\u002F20200817-the-inequality-of-outdoor-advertising-exposure":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20200817-the-inequality-of-outdoor-advertising-exposure","_id":"615361b445ceed14a94a3da5","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":1634675381427},"worklife\u002Farticle\u002F20200624-canadas-forgotten-universal-basic-income-experiment":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20200624-canadas-forgotten-universal-basic-income-experiment","_id":"6153619a45ceed1bd13941c4","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":1634675381427},"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":"6153604a45ceed7afc0e8c62","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":1634675381427},"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":"615360c045ceed31bc1a823c","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":1634675381428},"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":"615360e445ceed26127651b9","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. 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