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+.vertical-story-card-item{cursor:pointer;font-family:"ReithSans","Helvetica Neue",Helvetica,sans-serif;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;box-shadow:0 0 5px #d8d8d8;display:flex;flex-direction:column;height:111px;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:.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}
+.vertical-story-group{font-family:"ReithSans","Helvetica Neue",Helvetica,sans-serif;position:relative}.vertical-story-group img{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: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;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,.8);border:0;color:#fff;cursor:pointer;display:inline-block;font-size:.875rem;letter-spacing:.183rem;outline:none;padding:15px 32px;text-align:center;text-decoration:none}.vertical-story-group__heading-container h1{font-size:.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:flex;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{align-items:center;flex-direction:column}}.vertical-story-group__heading-container-landscape h1{color:#fff;font-size:2.25rem;font-weight:lighter;letter-spacing:.95px;margin:0}.vertical-story-group__heading-container-landscape button{background-color:rgba(0,0,0,.8);border:0;color:#fff;cursor:pointer;display:inline-block;font-size:.875rem;height:60px;letter-spacing:.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:grid;grid-auto-rows:minmax(auto, auto);grid-template-columns:repeat(auto-fit, minmax(290px, 310px));height:100%;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}}.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;transform:rotate(45deg)}.beta-btn:hover .beta-btn__arrow--expanded{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;transform:rotate(-45deg);transition:.4s}.beta-btn__arrow--expanded{transform:rotate(45deg)}
+.location-header{font-size:14px;letter-spacing:2.92px;line-height:19px;text-transform:uppercase}
+.temperature-switcher{background:rgba(0,0,0,0);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 .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;align-items:center;color:#959595;display:flex;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:.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:.75em;text-transform:lowercase}.day__temp--header{color:#4b4b4b;font-size:32px;font-weight:bold}.day--mobile:first-of-type{display:flex;flex-flow:row wrap;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{flex-flow:row wrap}.weather:not(.weather--desktop) .day:first-of-type{flex-basis:100%;width:auto}.weather__separator{border-right:1px solid #dcdcdc;display:block;height:var(--w-height)}.weather__days{align-items:center;display:flex;flex-basis:var(--w-days-flexbasis);justify-content:space-evenly;margin-top:2.5rem}.weather__days--desktop{margin-top:4rem}.weather__header{align-items:center;display:flex;flex-flow:column;justify-content:center;margin-bottom:var(--w-wrapper-margin)}.weather__header button{margin-top:1.5rem}.weather__header--desktop{position:relative}.weather__header--desktop button{margin:0;position:absolute;right:0}
+.destination-header{width:100%}.destination-header__container{align-items:center;display:flex;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:.75ex}.destination-header__link-page,.destination-header__advert{color:#fff;font-size:12px;letter-spacing:.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}
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+.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}
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.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 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.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 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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;-moz-animation:mapboxgl-spin 2s infinite linear;-o-animation:mapboxgl-spin 2s infinite linear;-ms-animation:mapboxgl-spin 2s infinite linear;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 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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 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.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 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.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 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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;-moz-animation:mapboxgl-spin 2s infinite linear;-o-animation:mapboxgl-spin 2s infinite linear;-ms-animation:mapboxgl-spin 2s infinite linear;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 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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 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+                                                S422.552,280,422,280z" data-webtasks-id="02f11f6e-c9d4-4c40"></path><path fill="#D30000" d="M206,328H90c-0.552,0-1.052-0.224-1.414-0.586S88,326.552,88,326V210c0-0.552,0.224-1.052,0.586-1.414
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+                                                S206.552,328,206,328z" data-webtasks-id="226c5209-2675-4e3f"></path></g></svg><span data-webtasks-id="47074148-9dcd-41c9">News</span></a></li><li class="orb-nav-sport" data-webtasks-id="399cff94-f164-437f"><a href="https://www.bbc.co.uk/sport" data-webtasks-id="33417646-4627-48f4"><svg class="product-icon" width="1.75em" height="1.75em" version="1.1" xmlns="http://www.w3.org/2000/svg" xmlns:xlink="http://www.w3.org/1999/xlink" x="0px" y="0px" viewBox="0 0 512 512" enable-background="new 0 0 512 512" xml:space="preserve" focusable="false" aria-hidden="true" data-webtasks-id="9f0e9a2b-2b1a-4fc6"><g data-webtasks-id="8aa3784d-bf7a-4925"><path fill="#FFD230" d="M90,184h332c0.552,0,1.052-0.224,1.414-0.586S424,182.552,424,182V90c0-0.552-0.224-1.052-0.586-1.414
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+                                                S422.552,328,422,328H306c-0.552,0-1.052,0.224-1.414,0.586S304,329.448,304,330v92c0,0.552,0.224,1.052,0.586,1.414
+                                                S305.448,424,306,424z" data-webtasks-id="740dd7e8-d5fd-4490"></path><path fill="#FFBA00" d="M210,304h212c0.552,0,1.052-0.224,1.414-0.586S424,302.552,424,302v-92c0-0.552-0.224-1.052-0.586-1.414
+                                                S422.552,208,422,208H210c-0.552,0-1.052,0.224-1.414,0.586S208,209.448,208,210v92c0,0.552,0.224,1.052,0.586,1.414
+                                                S209.448,304,210,304z" data-webtasks-id="74b5070a-bd5c-4ca6"></path></g></svg><span data-webtasks-id="724c5bdd-5fd6-4a2f">Sport</span></a></li><li class="orb-nav-weather" data-webtasks-id="a03392bf-23b5-4c9b"><a href="https://www.bbc.co.uk/weather" data-webtasks-id="875a72f8-f732-403f"><svg class="product-icon" width="1.75em" height="1.75em" version="1.1" xmlns="http://www.w3.org/2000/svg" xmlns:xlink="http://www.w3.org/1999/xlink" x="0px" y="0px" viewBox="0 0 512 512" enable-background="new 0 0 512 512" xml:space="preserve" focusable="false" aria-hidden="true" data-webtasks-id="e7edc783-5181-4a5d"><g data-webtasks-id="3cf5ebd4-1914-41b7"><path fill="#067EB3" d="M316.234,368.56l52.326-52.326c0.391-0.391,0.586-0.902,0.586-1.414c0-0.512-0.195-1.024-0.586-1.414
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+                                                C315.332,369.146,315.844,368.95,316.234,368.56z" data-webtasks-id="3655d19f-9cd6-4968"></path><path fill="#1969A6" d="M90,424h74c0.552,0,1.052-0.224,1.414-0.586S166,422.552,166,422V258c0-0.552-0.224-1.052-0.586-1.414
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+                                                S89.448,424,90,424z" data-webtasks-id="5b1f0e62-46c9-4d54"></path><path fill="#149EDC" d="M258,166h164c0.552,0,1.052-0.224,1.414-0.586S424,164.552,424,164V90c0-0.552-0.224-1.052-0.586-1.414
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+                                                S257.448,166,258,166z" data-webtasks-id="1599cbc6-8c6f-49b0"></path></g></svg><span data-webtasks-id="5c046dd1-58a5-4554">Weather</span></a></li><li class="orb-nav-iplayer" data-webtasks-id="5f671892-ae9e-4374"><a href="https://www.bbc.co.uk/iplayer" data-webtasks-id="32499bce-d8f4-48c0"><svg class="product-icon" width="1.75em" height="1.75em" version="1.1" xmlns="http://www.w3.org/2000/svg" xmlns:xlink="http://www.w3.org/1999/xlink" x="0px" y="0px" viewBox="0 0 512 512" enable-background="new 0 0 512 512" xml:space="preserve" focusable="false" aria-hidden="true" data-webtasks-id="4dd5a56a-9d0e-4acd"><g data-webtasks-id="bce4b7c6-c057-4622"><path fill="#DC2878" d="M182,358h-68c-0.55,0-1.05-0.225-1.412-0.587C112.225,357.05,112,356.55,112,356V156
+                                                c0-0.552,0.224-1.052,0.586-1.414S113.448,154,114,154h68c0.55,0,1.05,0.225,1.413,0.587C183.775,154.95,184,155.45,184,156v200
+                                                c0,0.552-0.224,1.052-0.586,1.414S182.552,358,182,358z" data-webtasks-id="c371f801-8982-4d2e"></path><path fill="#FF4C98" d="M372.106,248.243l34-58.89c0.275-0.476,0.33-1.022,0.197-1.517c-0.133-0.495-0.453-0.94-0.93-1.215
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+                                                C371.386,249.042,371.83,248.721,372.106,248.243z" data-webtasks-id="b9f39819-4fae-4aa2"></path><path fill="#AF0D5B" d="M372.106,263.757l34,58.89c0.275,0.476,0.33,1.022,0.197,1.517c-0.133,0.495-0.453,0.94-0.93,1.215
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+                                                c-0.275-0.476-0.33-1.022-0.197-1.517c0.133-0.495,0.453-0.94,0.93-1.215l173.205-100c0.478-0.276,1.023-0.332,1.518-0.2
+                                                C371.386,262.958,371.83,263.279,372.106,263.757z" data-webtasks-id="ba479a02-d598-4cd2"></path></g></svg><span data-webtasks-id="f42a1ae1-806f-4f53">iPlayer</span></a></li><li class="orb-nav-sounds" data-webtasks-id="305c1716-15ff-4f0a"><a href="https://www.bbc.co.uk/sounds" data-webtasks-id="fdb7a668-1d99-4075"><svg class="product-icon" width="1.75em" height="1.75em" version="1.1" xmlns="http://www.w3.org/2000/svg" xmlns:xlink="http://www.w3.org/1999/xlink" x="0px" y="0px" viewBox="0 0 512 512" enable-background="new 0 0 512 512" xml:space="preserve" focusable="false" aria-hidden="true" data-webtasks-id="ecaf0bc4-85bf-44aa"><g data-webtasks-id="7916f550-3ee8-4d0e"><path fill="#A13104" d="M122,304H78c-0.552,0-1.052-0.224-1.414-0.586S76,302.552,76,302v-92c0-0.552,0.224-1.052,0.586-1.414
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+                                                S122.552,304,122,304z" data-webtasks-id="ca02e540-c734-4c82"></path><path fill="#D24712" d="M230,376h-80c-0.552,0-1.052-0.224-1.414-0.586S148,374.552,148,374V138c0-0.552,0.224-1.052,0.586-1.414
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+                                                S230.552,376,230,376z" data-webtasks-id="31ce4c6d-10e4-469b"></path><path fill="#FA6400" d="M422,424H258c-0.552,0-1.052-0.224-1.414-0.586S256,422.552,256,422V90c0-0.552,0.224-1.052,0.586-1.414
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+                                                S134.552,400,134,400z" data-webtasks-id="a51230a1-078b-42f8"></path><path fill="#7222C6" d="M254,400h-92c-0.552,0-1.052-0.224-1.414-0.586S160,398.552,160,398V114c0-0.552,0.224-1.052,0.586-1.414
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+                                                S254.552,400,254,400z" data-webtasks-id="35cd7d83-4405-4d73"></path><path fill="#963CE1" d="M444.77,373.863l-85.829,26.232c-0.529,0.162-1.073,0.093-1.526-0.148s-0.812-0.655-0.973-1.184
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+                    S206.552,328,206,328z" data-webtasks-id="67600552-0da3-4aa6"></path></g></svg><span data-webtasks-id="933697d6-da85-4e6a">News</span></a></li><li class="orb-nav-sport" data-webtasks-id="c4e317b9-e4ca-49d4"><a href="https://www.bbc.co.uk/sport" data-webtasks-id="6592d34e-4914-4dcb"><svg class="product-icon" width="1.75em" height="1.75em" version="1.1" xmlns="http://www.w3.org/2000/svg" xmlns:xlink="http://www.w3.org/1999/xlink" x="0px" y="0px" viewBox="0 0 512 512" enable-background="new 0 0 512 512" xml:space="preserve" focusable="false" aria-hidden="true" data-webtasks-id="42ac12d0-4c0b-4b76"><g data-webtasks-id="8c53df69-80d8-4ffa"><path fill="#FFD230" d="M90,184h332c0.552,0,1.052-0.224,1.414-0.586S424,182.552,424,182V90c0-0.552-0.224-1.052-0.586-1.414
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+                    S209.448,304,210,304z" data-webtasks-id="5a45cc27-90a6-4f57"></path></g></svg><span data-webtasks-id="d94c6d03-ed77-4869">Sport</span></a></li><li class="orb-nav-weather" data-webtasks-id="5fc1db14-8a39-41cc"><a href="https://www.bbc.co.uk/weather" data-webtasks-id="f34391f3-7858-4a23"><svg class="product-icon" width="1.75em" height="1.75em" version="1.1" xmlns="http://www.w3.org/2000/svg" xmlns:xlink="http://www.w3.org/1999/xlink" x="0px" y="0px" viewBox="0 0 512 512" enable-background="new 0 0 512 512" xml:space="preserve" focusable="false" aria-hidden="true" data-webtasks-id="ce9ae92d-693d-488b"><g data-webtasks-id="00c757d0-b7ee-45a7"><path fill="#067EB3" d="M316.234,368.56l52.326-52.326c0.391-0.391,0.586-0.902,0.586-1.414c0-0.512-0.195-1.024-0.586-1.414
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target="" rel="" id="" href="/worklife/tags/how-we-live" data-webtasks-id="f4f74536-2bdd-4ca2"><span class="article-title-card-rectangle__text-box__label article-title-card-rectangle__text-box__label--worklife" data-webtasks-id="4e1762f9-a0d5-411c">How We Live</span></a><a class="article-title-card-rectangle__link article-title-card-rectangle__text-container article-title-card-rectangle__text-container--desktop" target="" rel="" id="" href="/worklife/article/20230818-fifa-2023-womens-world-cup-good-queer-joy-on-and-off-the-pitch" data-webtasks-id="203b9f53-5954-4ba3"><h2 class="article-title-card-rectangle__text-box__header b-font-weight-300 article-title-card-rectangle__text-box__header--desktop b-reith-sans-font b-font-weight-300" data-webtasks-id="cb6267a1-cb96-4cac">World Cup: 'Good, queer joy'</h2></a><p class="article-title-card-rectangle__text-box__author b-font-family-serif article-title-card-rectangle__text-box__author--tablet b-reith-sans-font" data-webtasks-id="5587d3a7-8c0f-45f7">By <!-- -->Aileen Weintraub</p></div></div></div></div><div class="rectangle-story-group__articles rectangle-story-group__articles--desktop" data-webtasks-id="653b8231-bc51-4c72"><div class="rectangle-story-group__article rectangle-story-group__article--desktop" data-webtasks-id="0aa3936c-9ac8-49a9"><div data-bbc-container="latest-stories" data-bbc-title="Why workers are getting selfish" data-bbc-metadata="{&quot;APP&quot;:&quot;latest-stories&quot;,&quot;CHD&quot;:&quot;card::2&quot;}" data-bbc-result="https://www.bbc.com/worklife/article/20230816-company-loyalty-is-out-touting-yourself-is-in" data-bbc-client-routed="true" class="rectangle-story-item b-reith-sans-font" data-webtasks-id="8b9c1e7b-b833-4894"><a class="rectangle-story-item__title" target="" rel="" id="" href="/worklife/article/20230816-company-loyalty-is-out-touting-yourself-is-in" data-webtasks-id="09c2334d-05ba-4b0a"><div class="rectangle-story-item__image-container 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data-webtasks-id="dde04d09-e632-4efd"><source media="(min-width:224px)" srcset="https://ychef.files.bbci.co.uk/624x351/p0g6vfs1.webp" type="image/webp" data-webtasks-id="b7256527-1cce-4a71"><source media="(min-width:224px)" srcset="https://ychef.files.bbci.co.uk/624x351/p0g6vfs1.jpg" type="image/jpeg" data-webtasks-id="fd180d13-5518-47d4"><img loading="lazy" draggable="false" title="Margot Robbie in the 2023 Barbie film" src="https://ychef.files.bbci.co.uk/976x549/p0g6vfs1.jpg" alt="Margot Robbie in the 2023 Barbie film" id="" data-webtasks-id="ffb522b5-8648-443d"></picture><span class="rectangle-image__overlay rectangle-image__overlay--worklife" data-webtasks-id="505e5d95-8254-421a"></span></div></div></a><a class="rectangle-story-item__label b-reith-sans-font rectangle-story-item__label--desktop rectangle-story-item__label--worklife" target="" rel="" id="" href="/worklife/tags/how-we-live" data-webtasks-id="4cc2e507-2374-4503"><span data-webtasks-id="0848f9aa-4e13-41fa">How We Live</span></a><div class="rectangle-story-item__container" data-webtasks-id="fd82e506-759c-4106"><a class="rectangle-story-item__title" target="" rel="" id="" href="/worklife/article/20230815-why-some-brands-reach-cult-status" data-webtasks-id="8ab00ed3-d7fe-4928"><h2 style="all:unset" data-webtasks-id="596540f6-98c9-4375">The secret to cult status success</h2></a></div><div data-webtasks-id="e871052f-c6ac-4ecc"><span class="rectangle-story-item__line" data-webtasks-id="96693129-910f-478c"><div class="styled-line styled-line--dark-grey styled-line--height--small" data-webtasks-id="964843b3-de4e-45e8"></div></span><span class="rectangle-story-item__author b-font-family-serif" data-webtasks-id="8c87bdc4-e402-45f4">By <!-- -->Lillian Stone</span></div></div></div><div class="rectangle-story-group__article rectangle-story-group__article--desktop" data-webtasks-id="cd1f2dc8-6bb5-41cb"><div data-bbc-container="latest-stories" data-bbc-title="'Quiet quitting is the status quo'" data-bbc-metadata="{&quot;APP&quot;:&quot;latest-stories&quot;,&quot;CHD&quot;:&quot;card::4&quot;}" data-bbc-result="https://www.bbc.com/worklife/article/20230811-quiet-quitting-is-the-status-quo-workers-are-still-proud-to-do-the-bare-minimum" data-bbc-client-routed="true" class="rectangle-story-item b-reith-sans-font" data-webtasks-id="d8d7c9eb-41dc-452d"><a class="rectangle-story-item__title" target="" rel="" id="" href="/worklife/article/20230811-quiet-quitting-is-the-status-quo-workers-are-still-proud-to-do-the-bare-minimum" data-webtasks-id="53ff3db1-3452-4f72"><div class="rectangle-story-item__image-container rectangle-story-item__image-container--worklife" data-webtasks-id="b0680427-fc6e-41e1"><div class="rectangle-image rectangle-image--large" style="background-image:url(https://ychef.files.bbci.co.uk/960x540/p07fsc3b.jpg)" data-webtasks-id="fd7e4995-68d4-4699"><picture data-webtasks-id="1aee68f0-c3a7-4c82"><source media="(min-width:1200px)" srcset="https://ychef.files.bbci.co.uk/1600x900/p0g693g2.webp" type="image/webp" data-webtasks-id="c50e70cd-5eaf-4fa9"><source media="(min-width:1200px)" srcset="https://ychef.files.bbci.co.uk/1600x900/p0g693g2.jpg" type="image/jpeg" data-webtasks-id="fe6fdbf0-2276-4fda"><source media="(min-width:880px)" srcset="https://ychef.files.bbci.co.uk/1280x720/p0g693g2.webp" type="image/webp" data-webtasks-id="3e85c46a-0f09-4b64"><source media="(min-width:880px)" srcset="https://ychef.files.bbci.co.uk/1280x720/p0g693g2.jpg" type="image/jpeg" data-webtasks-id="994d3e4d-88f5-4346"><source media="(min-width:576px)" srcset="https://ychef.files.bbci.co.uk/976x549/p0g693g2.webp" type="image/webp" data-webtasks-id="5f578ebe-8d0f-4bdf"><source media="(min-width:576px)" srcset="https://ychef.files.bbci.co.uk/976x549/p0g693g2.jpg" type="image/jpeg" data-webtasks-id="2fea8a33-5d33-41de"><source media="(min-width:224px)" srcset="https://ychef.files.bbci.co.uk/624x351/p0g693g2.webp" type="image/webp" data-webtasks-id="18b82f23-09f2-49e5"><source media="(min-width:224px)" srcset="https://ychef.files.bbci.co.uk/624x351/p0g693g2.jpg" type="image/jpeg" data-webtasks-id="948d673f-ffc1-42cc"><img loading="lazy" draggable="false" title="bored quiet quitter at work looking in distance" src="https://ychef.files.bbci.co.uk/976x549/p0g693g2.jpg" alt="bored quiet quitter at work looking in distance" id="" data-webtasks-id="543cdb56-fd6c-433c"></picture><span class="rectangle-image__overlay rectangle-image__overlay--worklife" data-webtasks-id="31864709-bd2d-443d"></span></div></div></a><a class="rectangle-story-item__label b-reith-sans-font rectangle-story-item__label--desktop rectangle-story-item__label--worklife" target="" rel="" id="" href="/worklife/tags/how-we-work" data-webtasks-id="96b89a73-66b0-43a1"><span data-webtasks-id="45222db6-2519-48ba">How we work</span></a><div class="rectangle-story-item__container" data-webtasks-id="3d682d09-76d1-497c"><a class="rectangle-story-item__title" target="" rel="" id="" href="/worklife/article/20230811-quiet-quitting-is-the-status-quo-workers-are-still-proud-to-do-the-bare-minimum" data-webtasks-id="ebd0459d-82e4-4427"><h2 style="all:unset" data-webtasks-id="84c1283b-5e01-466e">'Quiet quitting is the status quo'</h2></a></div><div data-webtasks-id="bc981115-4aae-4863"><span class="rectangle-story-item__line" data-webtasks-id="c8eb0382-8eaf-467d"><div class="styled-line styled-line--dark-grey styled-line--height--small" data-webtasks-id="eb649d16-bdac-45cd"></div></span><span class="rectangle-story-item__author b-font-family-serif" data-webtasks-id="4ca0b78a-b4f8-4b11">By <!-- -->Kate Morgan</span></div></div></div></div></div><div class="rectangle-story-group__advert-mpu rectangle-story-group__advert-mpu--desktop" data-webtasks-id="2ed98fea-8465-4d96"><div class="bbccom_slot_display sticky" data-webtasks-id="1993e42a-c45f-4b84"><div id="dotcom-mpu_1" class="dotcom-ad active" aria-hidden="true" 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href="https://www.bbc.com/usingthebbc/cookies/" data-webtasks-id="56bd0642-2015-4451">Advertisement</a></div><div id="dotcom-slot-leaderboard_middle_1" class="dotcom-slot" data-webtasks-id="da1b3582-008c-448c" data-google-query-id="COfH4JWY7YADFeimZgId1b8Kkw"><div id="google_ads_iframe_4817/bbccom.live.site.worklife/worklife_homepage_2__container__" data-webtasks-id="60957edc-c628-47b2" style="border: 0pt none;"><iframe id="google_ads_iframe_4817/bbccom.live.site.worklife/worklife_homepage_2" name="google_ads_iframe_4817/bbccom.live.site.worklife/worklife_homepage_2" title="3rd party ad content" width="728" height="90" scrolling="no" marginwidth="0" marginheight="0" frameborder="0" role="region" aria-label="Advertisement" tabindex="-1" allow="attribution-reporting" data-google-container-id="3" style="border: 0px; vertical-align: bottom;" data-webtasks-id="3c6fa03b-6c69-4ca0" data-integralas-id-e453c038-38dc-6b5e-e8ff-b6dcbcda5637="" data-load-complete="true"></iframe></div></div></div></div></div></div><div class="vertical-index__full-width-image-article" data-webtasks-id="8e0bc4a5-4689-4ae2"><div data-bbc-container="full-width-image-article" data-bbc-title="The fading glamour of hustle culture" data-bbc-metadata="{&quot;APP&quot;:&quot;full-width-image-article&quot;,&quot;CHD&quot;:&quot;card::1&quot;}" data-bbc-result="https://www.bbc.com/worklife/article/20230417-hustle-culture-is-this-the-end-of-rise-and-grind" data-bbc-client-routed="true" class="full-width-image-article" data-webtasks-id="103c2d33-d860-4b21"><div class="full-width-image-article__container full-width-image-article__container--desktop" data-webtasks-id="9d931c4c-d5b5-4fcc"><div class="full-width-image-article__image" data-webtasks-id="4c4f6dc8-7926-4d9a"><picture data-webtasks-id="5e4f02f3-113d-4bbb"><source media="(min-width:1200px)" srcset="https://ychef.files.bbci.co.uk/1600x900/p0fh5fyf.webp" type="image/webp" data-webtasks-id="827905a3-62ad-4ae6"><source media="(min-width:1200px)" srcset="https://ychef.files.bbci.co.uk/1600x900/p0fh5fyf.jpg" type="image/jpeg" data-webtasks-id="a2e095aa-2b73-4a56"><source media="(min-width:880px)" srcset="https://ychef.files.bbci.co.uk/1280x720/p0fh5fyf.webp" type="image/webp" data-webtasks-id="e095891a-32d4-4c86"><source media="(min-width:880px)" srcset="https://ychef.files.bbci.co.uk/1280x720/p0fh5fyf.jpg" type="image/jpeg" data-webtasks-id="6b7df58f-2235-421b"><source media="(min-width:576px)" srcset="https://ychef.files.bbci.co.uk/976x549/p0fh5fyf.webp" type="image/webp" data-webtasks-id="8551cc1c-702c-4cb1"><source media="(min-width:576px)" srcset="https://ychef.files.bbci.co.uk/976x549/p0fh5fyf.jpg" type="image/jpeg" data-webtasks-id="19151040-5ef8-4611"><source media="(min-width:224px)" srcset="https://ychef.files.bbci.co.uk/624x351/p0fh5fyf.webp" type="image/webp" data-webtasks-id="58e88587-8bac-444c"><source media="(min-width:224px)" srcset="https://ychef.files.bbci.co.uk/624x351/p0fh5fyf.jpg" type="image/jpeg" data-webtasks-id="209e19a0-867e-45ed"><img loading="lazy" draggable="false" title="(Credit: Getty Images)" src="https://ychef.files.bbci.co.uk/976x549/p0fh5fyf.jpg" alt="(Credit: Getty Images)" id="" data-webtasks-id="28279025-0054-4212"></picture><div class="full-width-image-article__background" data-webtasks-id="5e6d5c44-93f7-4516"></div></div><div class="full-width-image-article__text" data-webtasks-id="11908de0-c75e-46a2"><a class="full-width-image-article__link" target="" rel="" id="" href="/worklife/tags/how-we-work" data-webtasks-id="e065b97c-27b1-4932"><span class="full-width-image-article-text__label b-reith-sans-font" data-webtasks-id="cd4b7ef9-ae7b-4676">How we work</span></a><a class="full-width-image-article__link" target="" rel="" id="" href="/worklife/article/20230417-hustle-culture-is-this-the-end-of-rise-and-grind" data-webtasks-id="aebd80e4-e595-4cad"><h2 class="full-width-image-article-text__header b-reith-sans-font b-font-weight-300 full-width-image-article-text__header--desktop" data-webtasks-id="7c028dd5-d597-4742">The fading glamour of hustle culture</h2></a><p class="full-width-image-article-text__author b-font-family-serif b-font-weight-300 full-width-image-article-text__author--desktop" data-webtasks-id="c8bd6841-5608-4141">By <!-- -->Megan Carnegie</p></div></div></div></div><div class="vertical-index__latest-articles vertical-index__latest-articles--desktop-ad" data-webtasks-id="1c0899e2-7035-40e0"><div class="latest-articles__container latest-articles__rectangle latest-articles__container--desktop" data-webtasks-id="a64f3c09-3b6c-410f"><p class="latest-articles__editor b-reith-sans-font latest-articles__editor--desktop" data-webtasks-id="97cddb89-1623-4c60">Spotlight on Gen Z</p><div class="latest-articles__articles latest-articles__articles--desktop" data-webtasks-id="93c614d8-105d-461b"><div class="rectangle-story-group rectangle-story-group--desktop" data-webtasks-id="4692806e-458e-48ca"><div class="rectangle-story-group__hero rectangle-story-group__hero--desktop" data-webtasks-id="61107bc9-4038-4f46"><div class="rectangle-story-group__articles-container" data-webtasks-id="bcb382bb-9f19-4cc8"><div data-bbc-container="latest-stories" data-bbc-title="Why Gen Z are rejecting 'prestige' jobs" data-bbc-metadata="{&quot;APP&quot;:&quot;latest-stories&quot;,&quot;CHD&quot;:&quot;card::1&quot;}" data-bbc-result="https://www.bbc.com/worklife/article/20230426-gen-z-values-entrepreneurship-flexibility-jobs" data-bbc-client-routed="true" class="rectangle-story-group__article-hero" data-webtasks-id="682ecc07-abce-4147"><div class="article-title-card-rectangle b-reith-sans-font article-title-card-rectangle--desktop" data-webtasks-id="e764a973-8e9b-4bfe"><div class="article-title-card-rectangle__container article-title-card-rectangle__container--desktop" data-webtasks-id="88afc2c4-f39e-47d8"><div class="article-title-card-rectangle__image article-title-card-rectangle__image--desktop" data-webtasks-id="b2c03186-f5ad-44cc"><a class="article-title-card-rectangle__link" target="" rel="" id="" href="/worklife/article/20230426-gen-z-values-entrepreneurship-flexibility-jobs" data-webtasks-id="6e4be5c0-e8fb-46ec"><picture data-webtasks-id="45287c7d-9354-49f4"><source media="(min-width:1200px)" srcset="https://ychef.files.bbci.co.uk/1600x900/p0fj1bft.webp" type="image/webp" data-webtasks-id="dde751b0-3cee-4323"><source media="(min-width:1200px)" srcset="https://ychef.files.bbci.co.uk/1600x900/p0fj1bft.jpg" type="image/jpeg" data-webtasks-id="ec2ac044-df02-4be2"><source media="(min-width:880px)" srcset="https://ychef.files.bbci.co.uk/1280x720/p0fj1bft.webp" type="image/webp" data-webtasks-id="e77e2353-6936-4faa"><source media="(min-width:880px)" srcset="https://ychef.files.bbci.co.uk/1280x720/p0fj1bft.jpg" type="image/jpeg" data-webtasks-id="a34ecb18-ae53-4f93"><source media="(min-width:576px)" srcset="https://ychef.files.bbci.co.uk/976x549/p0fj1bft.webp" type="image/webp" data-webtasks-id="0e5a3a5b-243e-41fd"><source media="(min-width:576px)" srcset="https://ychef.files.bbci.co.uk/976x549/p0fj1bft.jpg" type="image/jpeg" data-webtasks-id="a6efe312-aaee-4bc1"><source media="(min-width:224px)" srcset="https://ychef.files.bbci.co.uk/624x351/p0fj1bft.webp" type="image/webp" data-webtasks-id="41d0b00f-b708-44d1"><source media="(min-width:224px)" srcset="https://ychef.files.bbci.co.uk/624x351/p0fj1bft.jpg" type="image/jpeg" data-webtasks-id="26fe44ab-7aff-4b15"><img loading="lazy" draggable="false" title="(Credit: Courtesy of Danielle Farage)" src="https://ychef.files.bbci.co.uk/976x549/p0fj1bft.jpg" alt="(Credit: Courtesy of Danielle Farage)" id="" data-webtasks-id="9353c750-04ef-4763"></picture><span class="article-title-card-rectangle__overlay article-title-card-rectangle__overlay--worklife" data-webtasks-id="c402dbcf-024b-410c"></span></a></div><div class="article-title-card-rectangle__text-box article-title-card-rectangle__text-box--desktop" data-webtasks-id="0a07d26a-b2be-4128"><a class="article-title-card-rectangle__link article-title-card-rectangle__text-container article-title-card-rectangle__text-container--desktop" target="" rel="" id="" href="/worklife/tags/how-we-work" data-webtasks-id="9f4265a7-f912-4ac7"><span class="article-title-card-rectangle__text-box__label article-title-card-rectangle__text-box__label--worklife" data-webtasks-id="7c9fb64c-946a-4da7">How we work</span></a><a class="article-title-card-rectangle__link article-title-card-rectangle__text-container article-title-card-rectangle__text-container--desktop" target="" rel="" id="" href="/worklife/article/20230426-gen-z-values-entrepreneurship-flexibility-jobs" data-webtasks-id="8f365b5b-6e53-404d"><h2 class="article-title-card-rectangle__text-box__header b-font-weight-300 article-title-card-rectangle__text-box__header--desktop b-reith-sans-font b-font-weight-300" data-webtasks-id="4f340794-f4f9-4537">Why Gen Z are rejecting 'prestige' jobs</h2></a><p class="article-title-card-rectangle__text-box__author b-font-family-serif article-title-card-rectangle__text-box__author--tablet b-reith-sans-font" data-webtasks-id="a02d5eff-424b-4a48">By <!-- -->Meredith Turits</p></div></div></div></div><div class="rectangle-story-group__articles rectangle-story-group__articles--desktop" data-webtasks-id="ca9e3cf4-d30e-4827"><div class="rectangle-story-group__article rectangle-story-group__article--desktop" data-webtasks-id="5398c3ed-5ac0-4ad9"><div data-bbc-container="latest-stories" data-bbc-title="Why workers are live-quitting on TikTok" data-bbc-metadata="{&quot;APP&quot;:&quot;latest-stories&quot;,&quot;CHD&quot;:&quot;card::2&quot;}" data-bbc-result="https://www.bbc.com/worklife/article/20230321-quittok-why-young-workers-are-live-quitting-on-tiktok" data-bbc-client-routed="true" class="rectangle-story-item b-reith-sans-font" data-webtasks-id="9d4329d6-4b49-49c3"><a class="rectangle-story-item__title" target="" rel="" id="" href="/worklife/article/20230321-quittok-why-young-workers-are-live-quitting-on-tiktok" data-webtasks-id="4b1f7bd4-d6e8-4d42"><div class="rectangle-story-item__image-container rectangle-story-item__image-container--worklife" data-webtasks-id="5de40913-eb0a-4ffa"><div class="rectangle-image rectangle-image--large" style="background-image:url(https://ychef.files.bbci.co.uk/960x540/p07fsc3b.jpg)" data-webtasks-id="ec829914-f005-4237"><picture data-webtasks-id="fdc2c5d2-a2ff-4e65"><source media="(min-width:1200px)" srcset="https://ychef.files.bbci.co.uk/1600x900/p0fb1jnl.webp" type="image/webp" data-webtasks-id="803b8be9-3e8f-4c9e"><source media="(min-width:1200px)" srcset="https://ychef.files.bbci.co.uk/1600x900/p0fb1jnl.jpg" type="image/jpeg" data-webtasks-id="e90da753-4357-4c3e"><source media="(min-width:880px)" srcset="https://ychef.files.bbci.co.uk/1280x720/p0fb1jnl.webp" type="image/webp" data-webtasks-id="99508a47-d293-49cb"><source media="(min-width:880px)" srcset="https://ychef.files.bbci.co.uk/1280x720/p0fb1jnl.jpg" type="image/jpeg" data-webtasks-id="490ba1bf-0256-43b7"><source media="(min-width:576px)" srcset="https://ychef.files.bbci.co.uk/976x549/p0fb1jnl.webp" type="image/webp" data-webtasks-id="23b96e2c-30ac-4cd5"><source media="(min-width:576px)" srcset="https://ychef.files.bbci.co.uk/976x549/p0fb1jnl.jpg" type="image/jpeg" data-webtasks-id="24d4111f-b086-444c"><source media="(min-width:224px)" srcset="https://ychef.files.bbci.co.uk/624x351/p0fb1jnl.webp" type="image/webp" data-webtasks-id="3f1dddb6-dd10-4808"><source media="(min-width:224px)" srcset="https://ychef.files.bbci.co.uk/624x351/p0fb1jnl.jpg" type="image/jpeg" data-webtasks-id="3e925eb9-9137-4d34"><img loading="lazy" draggable="false" title="(Credit: Marisa Jo Mayes)" src="https://ychef.files.bbci.co.uk/976x549/p0fb1jnl.jpg" alt="(Credit: Marisa Jo Mayes)" id="" 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data-webtasks-id="9fa75bcb-62c2-4d1b"><source media="(min-width:224px)" srcset="https://ychef.files.bbci.co.uk/624x351/p0dmbqjh.jpg" type="image/jpeg" data-webtasks-id="90f55c98-917c-4602"><img loading="lazy" draggable="false" title="(Credit: Getty Images)" src="https://ychef.files.bbci.co.uk/976x549/p0dmbqjh.jpg" alt="(Credit: Getty Images)" id="" data-webtasks-id="3b790c0a-dd2f-410e"></picture><span class="rectangle-image__overlay rectangle-image__overlay--worklife" data-webtasks-id="67ab3f05-5573-4bbd"></span></div></div></a><a class="rectangle-story-item__label b-reith-sans-font rectangle-story-item__label--desktop rectangle-story-item__label--white rectangle-story-item__label--worklife" target="" rel="" id="" href="/worklife/tags/how-we-live" data-webtasks-id="751cabd9-66a3-4a2c"><span data-webtasks-id="0d7f8968-006b-4bf5">How We Live</span></a><div class="rectangle-story-item__container" data-webtasks-id="a63ae072-cff4-4f67"><a class="rectangle-story-item__title 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class="swimlane__content swimlane__content--desktop" data-webtasks-id="8bda4b99-cd12-4b69"><span class="swimlane__title b-reith-sans-font" data-webtasks-id="a803e5b8-30da-45eb">Work: In Progress</span><div class="swimlane__items swimlane__items--desktop" data-webtasks-id="a8f6a72f-322a-4003"><div class="swimlane__item swimlane__item--desktop swimlane__item--four-columns" data-webtasks-id="c890c8d6-dfd5-4f43"><div data-bbc-container="swimlane-module-worklife/premium-collection/work-in-progress" data-bbc-title="The anxiety of being replaced by AI" data-bbc-metadata="{&quot;APP&quot;:&quot;swimlane-module-worklife/premium-collection/work-in-progress&quot;,&quot;CHD&quot;:&quot;card::1&quot;}" data-bbc-result="/worklife/article/20230418-ai-anxiety-artificial-intelligence-replace-jobs" data-bbc-client-routed="true" class="rectangle-story-item b-reith-sans-font" data-webtasks-id="0453df53-78b3-42cb"><a class="rectangle-story-item__title rectangle-story-item__title--white" target="" rel="" 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href="/worklife/article/20230403-will-the-hybrid-office-ever-feel-like-home" data-webtasks-id="660c9778-6220-4c7c"><div class="rectangle-story-item__image-container rectangle-story-item__image-container--worklife" data-webtasks-id="a4c6d749-c839-4ffe"><div class="rectangle-image rectangle-image--large" style="background-image: url(&quot;https://ychef.files.bbci.co.uk/960x540/p07fsc3b.jpg&quot;);" data-webtasks-id="c6483af4-eda9-480b"><picture data-webtasks-id="44fe8033-0913-4765"><source media="(min-width:1200px)" srcset="https://ychef.files.bbci.co.uk/1600x900/p0fdpbcr.webp" type="image/webp" data-webtasks-id="5c41745e-39f3-46fa"><source media="(min-width:1200px)" srcset="https://ychef.files.bbci.co.uk/1600x900/p0fdpbcr.jpg" type="image/jpeg" data-webtasks-id="71651392-c5d7-4cc0"><source media="(min-width:880px)" srcset="https://ychef.files.bbci.co.uk/1280x720/p0fdpbcr.webp" type="image/webp" data-webtasks-id="b1e12762-8455-40ce"><source media="(min-width:880px)" srcset="https://ychef.files.bbci.co.uk/1280x720/p0fdpbcr.jpg" type="image/jpeg" data-webtasks-id="dccdffeb-e5c7-4238"><source media="(min-width:576px)" srcset="https://ychef.files.bbci.co.uk/976x549/p0fdpbcr.webp" type="image/webp" data-webtasks-id="73504cb2-c6c4-4627"><source media="(min-width:576px)" srcset="https://ychef.files.bbci.co.uk/976x549/p0fdpbcr.jpg" type="image/jpeg" data-webtasks-id="dad4c359-92de-4e8d"><source media="(min-width:224px)" srcset="https://ychef.files.bbci.co.uk/624x351/p0fdpbcr.webp" type="image/webp" data-webtasks-id="5cc79b74-7e3c-434e"><source media="(min-width:224px)" srcset="https://ychef.files.bbci.co.uk/624x351/p0fdpbcr.jpg" type="image/jpeg" data-webtasks-id="0753dd3e-9f21-4fdd"><img loading="lazy" draggable="false" title="(Image Credit: Getty Images)" src="https://ychef.files.bbci.co.uk/976x549/p0fdpbcr.jpg" alt="(Image Credit: Getty Images)" id="" data-webtasks-id="cba69b0e-185b-4a1a"></picture><span class="rectangle-image__overlay 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href="/worklife/article/20230319-four-day-workweek-trial-the-firms-where-it-didnt-work" data-webtasks-id="3de03490-6573-43cb"><div class="rectangle-story-item__image-container rectangle-story-item__image-container--worklife" data-webtasks-id="ce51deb3-2aa1-42ca"><div class="rectangle-image rectangle-image--large" style="background-image: url(&quot;https://ychef.files.bbci.co.uk/960x540/p07fsc3b.jpg&quot;);" data-webtasks-id="0cd7e12d-532b-412c"><picture data-webtasks-id="9d06ba77-a392-49f6"><source media="(min-width:1200px)" srcset="https://ychef.files.bbci.co.uk/1600x900/p0f9q4w7.webp" type="image/webp" data-webtasks-id="3ce22e25-5e43-4180"><source media="(min-width:1200px)" srcset="https://ychef.files.bbci.co.uk/1600x900/p0f9q4w7.jpg" type="image/jpeg" data-webtasks-id="355e82e0-06da-4439"><source media="(min-width:880px)" srcset="https://ychef.files.bbci.co.uk/1280x720/p0f9q4w7.webp" type="image/webp" data-webtasks-id="6ae37305-20dd-4de1"><source media="(min-width:880px)" 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data-webtasks-id="95e850ca-3487-4c1f"><span data-webtasks-id="e3a3d4b1-c8e7-45f8">How we work</span></a><div class="rectangle-story-item__container" data-webtasks-id="779172aa-cd50-411b"><a class="rectangle-story-item__title rectangle-story-item__title--white" target="" rel="" id="" href="/worklife/article/20230228-the-perfect-storm-keeping-women-of-colour-behind-at-work" data-webtasks-id="8872d7a9-0c73-4e37"><h2 style="all: unset;" data-webtasks-id="a9ac64a2-ade2-43c4">The problem confronting women of colour</h2></a></div><div data-webtasks-id="5e758d35-d96f-4640"><span class="rectangle-story-item__line" data-webtasks-id="4f68a799-eaae-4587"><div class="styled-line styled-line--white styled-line--height--small" data-webtasks-id="19cbf0a2-116c-4599"></div></span><span class="rectangle-story-item__author b-font-family-serif rectangle-story-item__author--white" data-webtasks-id="47e05c3e-74c6-4621">By Josie Cox</span></div></div></div></div><div class="see-more-button-container" 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data-webtasks-id="9a217a1d-7941-4969"><source media="(min-width:224px)" srcset="https://ychef.files.bbci.co.uk/624x351/p0g7cbdx.webp" type="image/webp" data-webtasks-id="c640ccba-a819-4918"><source media="(min-width:224px)" srcset="https://ychef.files.bbci.co.uk/624x351/p0g7cbdx.jpg" type="image/jpeg" data-webtasks-id="f088805c-9839-4c02"><img loading="lazy" draggable="false" title="The 'hairdryers' that feed wildfires" src="https://ychef.files.bbci.co.uk/976x549/p0g7cbdx.jpg" alt="The 'hairdryers' that feed wildfires" id="" data-webtasks-id="4d5a9395-db55-4cb2"></picture><span class="rectangle-image__overlay rectangle-image__overlay--future" data-webtasks-id="b18c001c-03d3-492b"></span></div></div></a><a class="rectangle-story-item__label b-reith-sans-font rectangle-story-item__label--desktop rectangle-story-item__label--white rectangle-story-item__label--future" target="" rel="" id="" href="/future" data-webtasks-id="93776b19-5626-4ccd"><span data-webtasks-id="06017773-cffc-448a">Future</span></a><div class="rectangle-story-item__container" data-webtasks-id="4c36847a-b220-4e0e"><a href="https://www.bbc.com/future/article/20230817-the-weird-wind-that-can-supercharge-heatwaves-and-wildfire" class="rectangle-story-item__title rectangle-story-item__title--white" target="" rel="" id="" data-webtasks-id="60965f6a-23b9-44a2"><h2 style="all: unset;" data-webtasks-id="3449cfc3-3d38-4f52">The 'hairdryers' that feed wildfires</h2></a></div><div data-webtasks-id="6f73e95e-ecf8-4039"></div></div></div><div class="swimlane__item swimlane__item--desktop swimlane__item--four-columns" data-webtasks-id="ce7bc3f8-d4d9-4e26"><div data-bbc-container="around-the-bbc" data-bbc-title="Was Napoleon really a monster?" data-bbc-metadata="{&quot;APP&quot;:&quot;around-the-bbc&quot;,&quot;CHD&quot;:&quot;card::2&quot;}" data-bbc-result="https://www.bbc.com/culture/article/20230818-ridley-scotts-napoleon-was-the-french-leader-really-a-monster" 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type="image/jpeg" data-webtasks-id="3b3160b0-c678-4c79"><source media="(min-width:880px)" srcset="https://ychef.files.bbci.co.uk/1280x720/p0g7c2b6.webp" type="image/webp" data-webtasks-id="46c650ef-ddd3-4a38"><source media="(min-width:880px)" srcset="https://ychef.files.bbci.co.uk/1280x720/p0g7c2b6.jpg" type="image/jpeg" data-webtasks-id="6dda422a-25b5-4729"><source media="(min-width:576px)" srcset="https://ychef.files.bbci.co.uk/976x549/p0g7c2b6.webp" type="image/webp" data-webtasks-id="6aa6e2b8-8352-4712"><source media="(min-width:576px)" srcset="https://ychef.files.bbci.co.uk/976x549/p0g7c2b6.jpg" type="image/jpeg" data-webtasks-id="010acf19-78e2-490c"><source media="(min-width:224px)" srcset="https://ychef.files.bbci.co.uk/624x351/p0g7c2b6.webp" type="image/webp" data-webtasks-id="19c062fd-3871-491e"><source media="(min-width:224px)" srcset="https://ychef.files.bbci.co.uk/624x351/p0g7c2b6.jpg" type="image/jpeg" data-webtasks-id="0cbb87ed-c931-4dce"><img loading="lazy" 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srcset="https://ychef.files.bbci.co.uk/976x549/p0g6r5m9.webp" type="image/webp" data-webtasks-id="98d806ca-5e04-42ea"><source media="(min-width:576px)" srcset="https://ychef.files.bbci.co.uk/976x549/p0g6r5m9.jpg" type="image/jpeg" data-webtasks-id="94666e06-fcd6-4889"><source media="(min-width:224px)" srcset="https://ychef.files.bbci.co.uk/624x351/p0g6r5m9.webp" type="image/webp" data-webtasks-id="70285199-b2ee-4b47"><source media="(min-width:224px)" srcset="https://ychef.files.bbci.co.uk/624x351/p0g6r5m9.jpg" type="image/jpeg" data-webtasks-id="c9828e0b-ada5-458d"><img loading="lazy" draggable="false" title="London's original fast food" src="https://ychef.files.bbci.co.uk/976x549/p0g6r5m9.jpg" alt="London's original fast food" id="" data-webtasks-id="56dbed48-37e0-4d45"></picture><span class="rectangle-image__overlay rectangle-image__overlay--travel" data-webtasks-id="5e2a77c8-1cb6-4251"></span></div></div></a><a href="https://www.bbc.com/travel" class="rectangle-story-item__label b-reith-sans-font rectangle-story-item__label--desktop rectangle-story-item__label--white rectangle-story-item__label--travel" target="" rel="" id="" data-webtasks-id="f624d331-1823-4bb7"><span data-webtasks-id="60ee5518-b50f-4939">travel</span></a><div class="rectangle-story-item__container" data-webtasks-id="1ebd5a65-bcd6-4cac"><a href="https://www.bbc.com/travel/article/20230820-the-untold-story-of-londons-original-fast-food" class="rectangle-story-item__title rectangle-story-item__title--white" target="" rel="" id="" data-webtasks-id="41222050-5a9a-4abf"><h2 style="all: unset;" data-webtasks-id="36680955-3743-479a">London's original fast food</h2></a></div><div data-webtasks-id="663f24cc-3a74-4f9e"></div></div></div></div></div></div><div class="swimlane__background-image swimlane__background-image--desktop swimlane__background-image--atb" style="background-image: linear-gradient(rgba(0, 0, 0, 0.5) 0%, rgba(0, 0, 0, 0.5) 100%), 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Some brands, products and people reach a level of fandom others only dream of. The recipe is savvy marketing and a little serendipity.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EDirector Greta Gerwig&rsquo;s Barbie film has surpassed the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fbusiness-66424359\"\u003E$1bn (&pound;790bn) mark\u003C\u002Fa\u003E at the global box office. Yet fans aren&rsquo;t just lining up for tickets, they&rsquo;re also clamouring for &ldquo;\u003Ca href=\"https:\u002F\u002Fwww.today.com\u002Fstyle\u002Fceleb-style\u002Fwhat-is-barbiecore-trend-rcna36927\"\u003EBarbiecore\u003C\u002Fa\u003E&rdquo; fashion, \u003Ca href=\"https:\u002F\u002Fskift.com\u002Fblog\u002Fideas-volaris-airlines-unveils-new-barbie-aircraft\u002F\"\u003Eair travel\u003C\u002Fa\u003E bearing the Barbie logo and even Barbie-themed \u003Ca href=\"https:\u002F\u002Fapnews.com\u002Farticle\u002Fel-salvador-pink-barbie-coffins-93c0fcf751e97ea2ecb4855b5da45177\"\u003Ecoffins\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EThat&rsquo;s just a fraction of the pink-hued consumption happening across market sectors. Consumers were always loyal to the Barbie brand, but Gerwig&rsquo;s film has seemingly kicked the extreme fandom into a higher gear &ndash; even \u003Ca href=\"https:\u002F\u002Fwww.usatoday.com\u002Fstory\u002Flife\u002F2023\u002F07\u002F13\u002Fwho-created-barbie\u002F11746176002\u002F\"\u003Esix decades after the toy&rsquo;s inception\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EIt&rsquo;s certainly not the only brand with a wildly devoted following, but the skyrocketing Barbie obsession is playing out in real-time, giving consumers and marketers alike access to an case study of cult fandom in action.\u003C\u002Fp\u003E\n\u003Cp\u003ESo, what rockets a brand &ndash; or even a person &ndash; into this venerated and highly coveted cult status with intense staying power? Experts say it&rsquo;s a mix of strategic marketing, intimate consumer messaging and some right-place-right-time magic.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EAnything but &lsquo;effortless&rsquo;\u003C\u002Fstrong\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EAmong the brands with the most recognisable cult followings is Apple, with fans who have lauded the company since its founding in the 1970s. Leander Kahney&rsquo;s 2009 book, The Cult of Mac, explores the company&rsquo;s meteoric rise into the phenomenon status it has today &ndash; it&rsquo;s even been \u003Ca href=\"https:\u002F\u002Fwww.cultofmac.com\u002F666916\u002Fthe-cult-of-mac-2nd-edition\u002F\"\u003Eupdated to a second edition as that fandom has grown\u003C\u002Fa\u003E. One anthropologist \u003Ca href=\"https:\u002F\u002Fwww.csmonitor.com\u002FTechnology\u002FLatest-News-Wires\u002F2012\u002F1023\u002FIs-Apple-fandom-a-religion\"\u003Elikened its following to a religion\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003ERhea Freeman, a UK-based PR adviser, is a self-proclaimed member of the Apple cult. &ldquo;I am committed to the brand and don&rsquo;t see a time when I would buy a non-Apple computer or phone or tablet,&rdquo; says Freeman. &ldquo;I keep an eye on the latest developments, look for new releases and do also have a huge interest in the leadership, the marketing, the branding and the messaging.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20230815-why-some-brands-reach-cult-status-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0g6vfnp"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20230815-why-some-brands-reach-cult-status-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EFreeman maintains her appreciation for Apple products goes far beyond product affinity &ndash; it&rsquo;s an integral part of her lifestyle. &ldquo;The thing with Apple is it&rsquo;s not just a product or a brand,&rdquo; she says. &ldquo;Every aspect of it has been well thought through to bring delight to the purchaser from start to use, to inspire loyalty, to create that cult following. And it&rsquo;s done in a seemingly effortless way.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EYet \u003Ca href=\"https:\u002F\u002Fwww.bu.edu\u002Fquestrom\u002Fprofile\u002Fsusan-fournier\u002F\"\u003ESusan Fournier\u003C\u002Fa\u003E, the Allen Questrom Professor and Dean at Boston University&rsquo;s Questrom School of Business, says there&rsquo;s nothing effortless about it. Fournier explains cult brands carefully tap into the consumer psyche to become closely intertwined with fans&rsquo; lifestyles, adding that these companies don&rsquo;t just sell products &ndash; they tap into a &ldquo;resonant cultural theme&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003EShe cites American motorcycle manufacturer Harley-Davidson as an enduring example, noting the brand goes beyond an &ldquo;isolated sliver of consumer behaviour&rdquo; to market a distinct lifestyle. &ldquo;You see people riding with friends, you see the emergence of [branded] clothing &ndash; it becomes how you look, who you hang out with, what you believe in,&rdquo; she says.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EUS-based author and podcaster \u003Ca href=\"https:\u002F\u002Famandamontell.com\u002F\"\u003EAmanda Montell\u003C\u002Fa\u003E argues cult brands go beyond the lifestyle realm, permeating consumers&rsquo; innate sense of self. Montell is the author of Cultish: The Language of Fanaticism, which explores how language influences cult activity in and out of the consumer realm. She explains cult brands offer &ldquo;identity benefits&rdquo;, which assert a sense of community and meaning and provide &ldquo;a transcendent promise&rdquo; beyond the product itself.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;Millennial [and Gen Z] consumers in particular are the \u003Ca href=\"https:\u002F\u002Fwww.mckinsey.com\u002F~\u002Fmedia\u002Fmckinsey\u002Femail\u002Fgenz\u002F2023\u002F04\u002F2023-04-04b.html\"\u003Eleast brand-loyal of any generation of consumer\u003C\u002Fa\u003E,&rdquo; says Montell, explaining that younger consumers are quick to sniff out &ldquo;marketing malarkey&rdquo;. She notes that, to strike gold with those more sceptical buyers, brands must promise something more: &ldquo;That by affiliating with, for example, this makeup line or even just this single makeup product, you will be a better you.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EMontell adds that this promise acts as a balm in a labyrinthine realm of consumer choice. &ldquo;On social media, we're able to see infinite options of where our life could go,&rdquo; she says, arguing that the seemingly endless choices create an overwhelming chooser&rsquo;s paradox. &ldquo;When a brand enters the picture and offers a template for who you should be and what choices you should make, that feels really satisfying and nurturing.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230815-why-some-brands-reach-cult-status-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"When a brand enters the picture and offers a template for who you should be and what choices you should make, that feels really satisfying and nurturing – Amanda Montell","id":"worklife\u002Farticle\u002F20230815-why-some-brands-reach-cult-status-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIt&rsquo;s a powerful promise, one that gives so-called cult brands staying power over trendy companies that end up blinking in and out of the consumer landscape.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Ca href=\"https:\u002F\u002Fhankamer.baylor.edu\u002Fperson\u002Fclaudio-alvarez\"\u003EClaudio Alvarez\u003C\u002Fa\u003E, an assistant professor of marketing at Baylor University&rsquo;s Hankamer School of Business, says that certain cult brands feel &ldquo;almost like being with a friend&rdquo;. He adds, &ldquo;When a community of devoted consumers form around a brand, becoming a part of this community adds an extra layer of connection and loyalty.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EIn market terms, that warm, fuzzy feeling can translate to staying power. &ldquo;People want to share their love of the brand with other members of the community, generating word-of-mouth and creating online content related to the brand,&rdquo; says Alvarez. &ldquo;They want more people to know and like the brand &ndash; to become part of the community.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThe difference between a \u003Ca href=\"https:\u002F\u002Fabcnews.go.com\u002FTechnology\u002FBusiness\u002Fstory?id=7554508&amp;page=1\"\u003Efad\u003C\u002Fa\u003E and an enduring cult brand also comes down to good timing, says Fournier. Yes, cult brands channel powerful marketing strategies, but for success stories like Gerwig&rsquo;s Barbie, serendipitous timing is key.\u003C\u002Fp\u003E\n\u003Cp\u003EShe says the lingering pandemic, unstable global economy and Western political culture wars have left consumers hungry for an entertaining life raft. &ldquo;Happiness is down; anxiety is up,&rdquo; says Fournier. &ldquo;Then, enter Barbie in all its pink splendour.&rdquo; Pleasing pink aesthetics aside, Barbie mania may also play on what the US Surgeon General calls an &ldquo;\u003Ca href=\"https:\u002F\u002Fwww.hhs.gov\u002Fsites\u002Fdefault\u002Ffiles\u002Fsurgeon-general-social-connection-advisory.pdf\"\u003Eepidemic of loneliness and isolation\u003C\u002Fa\u003E&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd while that particular flavour of despair may be situational, the lasting impact of a cult brand is not &ndash; particularly when that brand has seen consumers through tough times. &ldquo;Cult brands are co-owned,&rdquo; says Fournier. &ldquo;So, they're not of the corporation &ndash; they're of the people. And everybody is a collaborative brand steward.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230815-why-some-brands-reach-cult-status-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0g6vfr2"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20230815-why-some-brands-reach-cult-status-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EThe cult economy\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ECult brands aren&rsquo;t just money makers; they&rsquo;re also major economic drivers.\u003C\u002Fp\u003E\n\u003Cp\u003EApple Inc is among the tech stocks responsible for a significant portion of the US stock market's 2023 gains. While the company reported sales \u003Ca href=\"https:\u002F\u002Fwww.reuters.com\u002Ftechnology\u002Fapple-profit-tops-wall-street-targets-strong-services-counter-weaker-iphone-2023-08-03\u002F\"\u003Eslumped\u003C\u002Fa\u003E a bit in its third fiscal quarter earnings, its shares hit an \u003Ca href=\"https:\u002F\u002Fwww.reuters.com\u002Ftechnology\u002Fapple-shares-hit-all-time-high-ahead-developer-conference-2023-06-05\u002F\"\u003Eall-time high\u003C\u002Fa\u003E in June, prior to the tech giant&rsquo;s annual developer conference, where brand stakeholders announced highly anticipated products including the \u003Ca href=\"https:\u002F\u002Fwww.cnet.com\u002Ftech\u002Fcomputing\u002Fwhy-apple-vision-pros-3500-price-makes-more-sense-than-you-think\u002F\"\u003E$3,499\u003C\u002Fa\u003E\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Ftechnology-65809408\"\u003E (&pound;2,759) Vision Pro augmented-reality headset\u003C\u002Fa\u003E.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EMeanwhile, although not a brand like Barbie or Apple, musician and entertainer Taylor Swift has one of the most famous cult followings across the globe. Some experts expect her sold-out 2023 Eras Tour to generate as much as \u003Ca href=\"https:\u002F\u002Fwww.cbsnews.com\u002Fnews\u002Ftaylor-swift-eras-tour-boosted-economy-tourism-federal-reserve-how-much-money-made\u002F\"\u003E$5bn (&pound;3.9bn) for local economies across the globe.\u003C\u002Fa\u003E As &ldquo;Swifties&rdquo; have flooded stadiums &ndash; and the surrounding hotels and commercial zones &ndash; Swift&rsquo;s economic influence has been lauded by state lawmakers, tourism experts and federal bank representatives alike.\u003C\u002Fp\u003E\n\u003Cp\u003EThe impact of multi-generational cult brands like Barbie can also be seen in the collector economy. Barbie collecting is nothing new; Mattel has kept tabs on hundreds of thousands of avid collectors since the late 90s. But since Gerwig&rsquo;s Barbie premiere, long-time collectors say they&rsquo;ve have noticed a \u003Ca href=\"https:\u002F\u002Fwww.reuters.com\u002Flifestyle\u002Fbarbie-movie-revives-interest-doll-collectors-market-2023-07-22\u002F\"\u003Espike\u003C\u002Fa\u003E in doll-appraisal activity, and Gen Z collectors are showing off their spoils across &ldquo;\u003Ca href=\"https:\u002F\u002Fwww.instagram.com\u002Fexplore\u002Ftags\u002Fdollstagram\u002F?hl=en\"\u003EDollstagram\u003C\u002Fa\u003E&rdquo;, an Instagram community whose hashtag has been used more than 5 million times as of this writing.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230815-why-some-brands-reach-cult-status-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Happiness is down; anxiety is up. Then, enter Barbie in all its pink splendour – Susan Fournier","id":"worklife\u002Farticle\u002F20230815-why-some-brands-reach-cult-status-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E&ldquo;When you have a cult brand, you go beyond the primary direct-to-consumer market to create a second [market],&rdquo; says Fournier, citing the power of nostalgia to drive lucrative resales. Take Nike&rsquo;s multiple collaborations with American fashion designer Virgil Abloh, who died in 2021. A pair of the \u003Ca href=\"https:\u002F\u002Fus.louisvuitton.com\u002Feng-us\u002Fstories\u002Flouis-vuitton-and-nike-air-force-1#gallery\"\u003ELouis Vuitton x Nike Air Force 1 sneaker\u003C\u002Fa\u003E, designed by Abloh, is currently \u003Ca href=\"https:\u002F\u002Fwww.sothebys.com\u002Fen\u002Fbuy\u002F_louis-vuitton-x-nike-air-force-1-low-or-size-75-e369?s_kwcid=AL!13028!3!!!!x!!&amp;cmp=pse7000005245&amp;gclid=Cj0KCQjwoeemBhCfARIsADR2QCtmewLJ32cjXFG1bcWFrlu41zYS8qTiqRkUwUOg4epJcwd3oaWkGM4aAuIMEALw_wcB\"\u003Elisted for $75,000\u003C\u002Fa\u003E (&pound;59,132) at auction house Sotheby&rsquo;s.\u003C\u002Fp\u003E\n\u003Cp\u003EA cult brand&rsquo;s new product launches can also market themselves, often driving earned media, which is built on existing consumer trust and can ultimately boost sales for a company&rsquo;s core offerings. When \u003Ca href=\"https:\u002F\u002Fthetakeout.com\u002Finside-the-cult-of-dunkin-1846263107\"\u003Ecult-status brand Dunkin&rsquo;\u003C\u002Fa\u003E, a US-based food and beverage chain, \u003Ca href=\"https:\u002F\u002Fnews.dunkindonuts.com\u002Fnews\u002Fdunkin-spiked\"\u003Eannounced a new line of alcoholic coffees and iced teas\u003C\u002Fa\u003E earlier this month, fans latched on quickly: the hashtag #dunkinspiked has accrued thousands of uses on social media since the product launch, even spurring \u003Ca href=\"https:\u002F\u002Ftwitter.com\u002Ffivepoisonskid\u002Fstatus\u002F1689682004122509314\"\u003Eviral tweets about consumer excitement\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EIn an economy where consumer choice can seem more than overwhelming, achieving cult status may be one a of brand&rsquo;s few chances at lasting success &ndash; be it toys, technology or motorcycles. When even the most mundane products offer an identity promise, brands must transcend the noise and find ways to meaningfully connect with an increasingly sceptical consumer base.\u003C\u002Fp\u003E\n\u003Cp\u003ENow, it seems, a marketing plan needn&rsquo;t only sell a product &ndash;&nbsp;the best ones, say experts, tout a lifestyle, complete with promises of community and even self-improvement. Bonus points if the campaign includes Barbie pink.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230815-why-some-brands-reach-cult-status-8"}],"collection":null,"disableAdverts":false,"displayDate":"2023-08-16T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"What rockets a brand into cult following status?","headlineShort":"The secret to cult status success","image":["p0g6vfs1"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2022-02-27T22:52:24.455144Z","Project":"wwverticals","Slug":"option\u002Fpublish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"64a461aca471ef30b9021812"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20230731-why-twitters-rebrand-to-x-feels-shocking-to-users","worklife\u002Farticle\u002F20230809-what-the-lizzo-allegations-show-about-harassment-in-entertainment","worklife\u002Farticle\u002F20230811-the-npc-livestream-tiktok-trend-helping-creators-earn-cash"],"relatedTag":null,"summaryLong":"It's not a product – it's a lifestyle. Some brands, products and people reach a level of fandom others only dream of. The recipe is savvy marketing and a little serendipity.","summaryShort":"Some brands, products and people reach a level of fandom others only dream of","tag":["tag\u002Fhow-we-live","tag\u002Fnews-features"],"textToSpeech":false,"creationDateTime":"2023-08-15T20:17:07.813932Z","entity":"article","guid":"63a71744-74ce-43e5-a386-667b02ef6e22","id":"worklife\u002Farticle\u002F20230815-why-some-brands-reach-cult-status","modifiedDateTime":"2023-08-16T00:17:51.696549Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20230815-why-some-brands-reach-cult-status","cacheLastUpdated":1692600645383},"worklife\u002Farticle\u002F20230731-why-twitters-rebrand-to-x-feels-shocking-to-users":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20230731-why-twitters-rebrand-to-x-feels-shocking-to-users","_id":"64c80a2da471ef2ede547251","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"So long Twitter, hello X. The change doesn't sit right with many of its devoted users, and there may be reasons why.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EMany users logging onto Twitter on 23 July found a black X in the corner of their browser tab, in place of the little blue bird they were used to seeing. Elon Musk, tech entrepreneur and CTO of the social media platform, surprised nearly everyone by announcing plans to rebrand Twitter, which he&rsquo;d purchased for a highly leveraged $44 billion in October 2022. \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fbusiness-66284304\"\u003EThe company is now called X.\u003C\u002Fa\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAfter announcing that the communication platform will pivot to include a variety of upcoming services &ndash; payments, gaming and more &ndash; Musk also said eventually \u003Ca href=\"https:\u002F\u002Fwww.reuters.com\u002Ftechnology\u002Felon-musk-says-twitter-change-logo-adieu-all-birds-2023-07-23\u002F\"\u003E&ldquo;all the birds&rdquo;\u003C\u002Fa\u003E and the Twitter branding would be retired. A day after the announcement, the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Ftechnology-66300107\"\u003ETwitter sign came down at the company&rsquo;s headquarters in San Francisco\u003C\u002Fa\u003E (he has since \u003Ca href=\"https:\u002F\u002Fwww.sfchronicle.com\u002Fbayarea\u002Farticle\u002Ftwitter-musk-x-sign-18268219.php\"\u003Einstalled a large X-shaped sign\u003C\u002Fa\u003E atop the building).\u003C\u002Fp\u003E\n\u003Cp\u003EThe move drew \u003Ca href=\"https:\u002F\u002Fwww.insider.com\u002Felon-musk-twitter-x-rebrand-logo-memes-jokes-2023-7\"\u003Emockery, scrutiny and confusion\u003C\u002Fa\u003E &ndash; even ire &ndash; from many Twitter users and technology industry experts. Tech Reporter \u003Ca href=\"https:\u002F\u002Ftwitter.com\u002FCaseyNewton\u002Fstatus\u002F1683630142109917186\"\u003ECasey Newton described\u003C\u002Fa\u003E Musk&rsquo;s approach as owner of Twitter as &ldquo;an extended act of cultural vandalism&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;I think there was a true affinity for Twitter and the brand by their power users,&rdquo; says California-based Orlando Baeza, chief revenue officer at Flock Freight, and a former marketing executive and branding leader at Buzzfeed, Paramount, Activision, Adidas and Nike. &ldquo;This is a dramatic and unexpected turn. Their brand identity went from feeling warm and welcoming to dark and members-only. And to top it off, this all happened overnight. Literally.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003ETwitter isn&rsquo;t alone in changing the name and iconography of its highly recognisable, even meaningful, brand. Musk&rsquo;s move parallels recent makeover efforts, like Facebook to Meta, or HBO to Max. But, say brand experts, some brand pivots are more successful than others &ndash; and there are reasons why.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E&lsquo;People don&rsquo;t love change&rsquo;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ECompanies rebrand &ndash; it&rsquo;s how they innovate and adapt.\u003C\u002Fp\u003E\n\u003Cp\u003EThe main purposes for a makeover, says Maggie Sause, director of go-to-market strategies at New York-based branding agency Red Antler, are generally to improve a company&rsquo;s recognition and reputation, and to signal a shift in their focus and investments.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20230731-why-twitters-rebrand-to-x-feels-shocking-to-users-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20230731-why-twitters-rebrand-to-x-feels-shocking-to-users-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EYet the change is almost always jarring for some consumers. Sause says people often feel emotionally invested in brands, especially with products they use in their daily lives. &ldquo;It&rsquo;s almost like we&rsquo;re saying, &lsquo;How dare you make this decision without consulting me?&rsquo; It can feel almost like an act of betrayal.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EZach Dioneda, VP of brand marketing at fintech company Public.com, agrees that people can take rebrands personally. &ldquo;There&rsquo;ll be people that feel as if it is an affront to them as a loyal user,&rdquo; he says. &ldquo;People don't love change.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EYet experts say there are ways to make brand transformations more palatable, with end users front and centre. Among these best practices are pivots that consider the habits, desires and values of core users and customers, and are often data-driven and researched.\u003C\u002Fp\u003E\n\u003Cp\u003EOne example is Massachusetts, US-based Dunkin Brands Group, Inc., who in 2018 announced they were changing the name of their flagship Dunkin&rsquo; Donuts brand, founded in 1950. They&rsquo;d be dropping the word Donuts from both their moniker and iconography, and would henceforth be just Dunkin&rsquo;, to represent a wider swath of food and beverage offerings.\u003C\u002Fp\u003E\n\u003Cp\u003EJust like with other corporate transformations, \u003Ca href=\"https:\u002F\u002Fwww.foxbusiness.com\u002Flifestyle\u002Fdunkin-donuts-change-name-find-out-dunkins-coffee-cheaper-starbucks\"\u003Ethe name and logo change didn&rsquo;t sit perfectly with all consumers\u003C\u002Fa\u003E at first. However, Sause says she sees the Dunkin&rsquo; rebrand as largely successful because it relied on data and user-response studies &ndash; especially because the brand had so much consumer nostalgia and affinity due to its longevity. The makeover was &ldquo;borne of deep audience and market research in order to expand to new audiences without isolating or deterring their current one&rdquo;, she says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230731-why-twitters-rebrand-to-x-feels-shocking-to-users-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"It’s almost like we’re saying, ‘How dare you make this decision without consulting me?’ It can feel almost like an act of betrayal – Maggie Sause","id":"worklife\u002Farticle\u002F20230731-why-twitters-rebrand-to-x-feels-shocking-to-users-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThis, she adds, is one of the reasons Twitter&rsquo;s \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fculture\u002Farticle\u002F20230728-twitters-rebrand-why-x-could-be-the-most-powerful-letter-in-english\"\u003Erebrand to X\u003C\u002Fa\u003E hasn&rsquo;t had the same success, instead leaving core, devoted users feeling left out. Without consulting them, she believes it &ldquo;feels like a black hole promise, full of things Musk \u003Cem\u003Emight\u003C\u002Fem\u003E do&rdquo;, with no evidence that there&rsquo;s a clear plan to implement any of the new functions he&rsquo;s floated to consumers. This, she thinks, is largely alienating to their devoted userbase.\u003C\u002Fp\u003E\n\u003Cp\u003ERed Antler&rsquo;s executive creative director Michael Ciancio also says it&rsquo;s important rebrands reflect consumer interests and values &ndash; things they want to associate themselves with. He believes some users found the transition to X &ldquo;a pride moment [for Musk], in which a new person&nbsp;at the helm, who has a history of making grand gestures in the service of his own reputation&rdquo;, took over. And this made the pivot a &ldquo;shock&rdquo;.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EHe adds, &ldquo;It&rsquo;s a complete rejection of [the brand&rsquo;s] ethos and tradition.\"\u003Cstrong\u003E&nbsp;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EDespite the backlash, Musk has made no indications he&rsquo;ll reverse the decision &ndash; for now, he&rsquo;s doubled down on the rebrand, removing the rest of the Twitter name and \u003Ca href=\"https:\u002F\u002Fwww.linkedin.com\u002Fpulse\u002Fbird-martin-grasser\"\u003Eblue birds\u003C\u002Fa\u003E from the site, which remained on 23 July and during the week following.\u003C\u002Fp\u003E\n\u003Cp\u003EThere is precedent, however, for brands who&rsquo;ve made transformations to U-turn based on negative user feedback.\u003C\u002Fp\u003E\n\u003Cp\u003EFor instance, American retail chain \u003Ca href=\"https:\u002F\u002Fwww.huffpost.com\u002Fentry\u002Fjcpenney-reverts-back_n_4078134\"\u003EJCPenney&rsquo;s rebrand to JCP was largely rejected by consumers\u003C\u002Fa\u003E who&rsquo;d been loyal to the department store for years, which caused executives to revert the name in 2013; global weight-maintenance company WeightWatchers made the same decision in 2018, after \u003Ca href=\"https:\u002F\u002Fslate.com\u002Fbusiness\u002F2023\u002F03\u002Fweight-watchers-loss-ozempic-semaglutide-acquisition.html\"\u003Econsumers pushed back on their mission pivot and subsequent rebranding\u003C\u002Fa\u003E to WW.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230731-why-twitters-rebrand-to-x-feels-shocking-to-users-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20230731-why-twitters-rebrand-to-x-feels-shocking-to-users-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOverall, Sause says it&rsquo;s hard to build the brand cachet Twitter has &ndash; it&rsquo;s even become a verb in common parlance. Despite the company&rsquo;s rough patch, &ldquo;its brand is still a powerful asset&rdquo;, but she believes they&rsquo;ve weakened it with the name change.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E&lsquo;The opposition to change tends to dissipate&rsquo;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EFor all the emotional responses to the sudden changes, however, some experts say Twitter&rsquo;s rocky transition to X may not be a long-term issue &ndash; at least from a corporate standpoint.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;Most backlashes are just temporary, and over time, the opposition to change tends to dissipate,&rdquo; says Kuram Zaman, founder and CEO of Fifth Tribe, a digital strategy and branding agency based in Washington, DC. &ldquo;\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Ftechnology-28343130\"\u003EWe saw this with Airbnb, whose logo redesign users mocked\u003C\u002Fa\u003E, or with \u003Ca href=\"https:\u002F\u002Fwww.theautopian.com\u002Fthe-new-kia-logo-is-confusing-thousands-of-people-and-were-issuing-a-technical-service-bulletin-to-fix-it\u002F\"\u003EKia, whose logo caused redesign confusion\u003C\u002Fa\u003E. There's a lot of discussion in the beginning of such changes &ndash; which might not necessarily be a bad thing &ndash; but customers eventually move on. The upside is that brand changes may be necessary, and the negative responses will subside over time.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EBaeza agrees. &ldquo;I don't have any evidence of consumers&rsquo; buying behaviours changing to the negative just because of a name change,&rdquo; he says. &ldquo;So, maybe this all becomes earned media, with no real detriment, to kick off the reinvention of the brand formerly known as Twitter. Maybe this will be just the reinvention that it needs to get past the growth stagnation of recent years.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EIndeed, while rival tech company \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fworld-59090067\"\u003EMeta&rsquo;s rebrand drew initial criticism\u003C\u002Fa\u003E, the company&rsquo;s revenue hit Wall Street targets in the second quarter of 2023, and Meta is forecasting more growth.\u003C\u002Fp\u003E\n\u003Cp\u003ESause and Ciancio both agree there may be a concerted strategy behind Musk&rsquo;s move, pointing to the timing of the announcement. It came soon after \u003Ca href=\"https:\u002F\u002Fbbc.com\u002Fworklife\u002Farticle\u002F20230712-consumer-brands-leave-social-media-meta-threads\"\u003EMeta launched its new social platform, Threads\u003C\u002Fa\u003E, which at the time dominated the media cycle as the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Ftechnology-66118168\"\u003E&lsquo;Twitter killer&rsquo;\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;Maybe it&rsquo;s part of the media strategy and he might change the logo back again tomorrow,&rdquo; says Ciancio, &ldquo;but even if there&rsquo;s no plan, he is definitely shifting the conversation.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230731-why-twitters-rebrand-to-x-feels-shocking-to-users-6"}],"collection":null,"disableAdverts":false,"displayDate":"2023-08-01T15:48:12Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why Twitter’s rebrand to X feels 'shocking' to users","headlineShort":"Why Twitter users feel betrayed","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"So long Twitter, hello X. The change doesn't sit right with many of its devoted users, and there may be reasons why.","summaryShort":"Twitter’s name change feels like a \"black hole\" for some users","tag":[],"textToSpeech":false,"creationDateTime":"2023-07-31T19:23:07.42728Z","entity":"article","guid":"430176e5-f40b-4cd6-bf3b-95650a4d389d","id":"worklife\u002Farticle\u002F20230731-why-twitters-rebrand-to-x-feels-shocking-to-users","modifiedDateTime":"2023-08-01T23:35:42.526815Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20230731-why-twitters-rebrand-to-x-feels-shocking-to-users","cacheLastUpdated":1692600645383},"worklife\u002Farticle\u002F20230811-the-npc-livestream-tiktok-trend-helping-creators-earn-cash":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20230811-the-npc-livestream-tiktok-trend-helping-creators-earn-cash","_id":"64d94aaea471ef0d5632b796","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"An increasing number of TikTok creators are livestreaming themselves as ‘non-playable characters’. Some are making money off the unconventional phenomenon.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIf you click on the TikTok feed of Fedha Sinon &ndash; better known as PinkyDoll &ndash; you&rsquo;ll find something that may seem unconventional, even otherworldly. The Montr&eacute;al-based 27-year-old is known for repeating sing-song, often nonsensical phrases on TikTok LIVE: her catchphrase &ldquo;Ice cream so good&rdquo; has swept the internet, \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2023\u002F07\u002F17\u002Fstyle\u002Fpinkydoll-social-media-livestream.html\"\u003Evaulting into meme status\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EPinkyDoll is at the vanguard of the &lsquo;NPC&rsquo; trend that has captured the attention of TikTok users, in which content creators mimic the repetitive actions of a non-playable character (NPC) in a video game. PinkyDoll \u003Ca href=\"https:\u002F\u002Fwww.dexerto.com\u002Fentertainment\u002Fnpc-tiktoker-onlyfans-star-pinkydoll-reveals-staggering-earnings-2218222\u002F\"\u003Ehas said she&rsquo;s inspired by\u003C\u002Fa\u003E&nbsp;the background characters that inhabit the world of the Grand Theft Auto series of games. Also called &ldquo;idle animations&rdquo; video game developers code in these background characters to create the effect of a bustling world.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;These characters in games have few phrases to say or actions to perform and often cycle through them,&rdquo; says \u003Ca href=\"https:\u002F\u002Fjlmaddox.people.ua.edu\u002F\"\u003EJess Maddox\u003C\u002Fa\u003E, assistant professor at the University of Alabama, US, and an internet culture expert. &ldquo;As such, NPC creators will only cycle through the same phrases and actions while avoiding too many new ones.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EThe NPC livestream trend may seem odd, but some creators are finding it lucrative.\u003C\u002Fp\u003E\n\u003Cp\u003EViewers can buy &lsquo;gifts&rsquo; for the creators within the livestream, which pop up on screen. When the creator sees it, they respond with their &lsquo;pre-programmed&rsquo; response. For PinkyDoll, gifting an ice cream will prompt the &ldquo;Ice cream so good&rdquo; phrase; a cowboy hat will elicit the response &ldquo;Yeehaw, yes&rdquo;. Creators receive a portion of the cost of the gift.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd although small &ndash; gifts often cost just a few cents &ndash; these micro-revenues can add up.\u003C\u002Fp\u003E\n\u003Cp\u003EThe trend of human creators imitating NPCs is a recent phenomenon. One of the earliest recorded instances comes from Japanese TikToker nautecoco in a 2022 video. Other creators have followed with similar TikTok livestreams, to \u003Ca href=\"https:\u002F\u002Ftwitter.com\u002Fmarlolifts\u002Fstatus\u002F1679124566218604544\"\u003Emixed receptions\u003C\u002Fa\u003E. Maddox says several well-known creators have jumped on the NPC streams, but &ldquo;the trend really exploded with PinkyDoll&rdquo;.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20230811-the-npc-livestream-tiktok-trend-helping-creators-earn-cash-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20230811-the-npc-livestream-tiktok-trend-helping-creators-earn-cash-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAnd interest keeps rising, says \u003Ca href=\"https:\u002F\u002Fwww.haw-hamburg.de\u002Fen\u002Funiversity\u002Femployees\u002Fdetail\u002Fperson\u002Fperson\u002Fshow\u002Fmarcus-boesch\u002F\"\u003EMarcus B&ouml;sch\u003C\u002Fa\u003E, a TikTok research fellow at HAW Hamburg, who runs the Understanding TikTok newsletter. As part of his research into how these trends evolve, he&rsquo;s gathering an ongoing &ndash; and growing &ndash; list of NPC videos. According to proprietary data seen by the BBC, creators using the hashtag #NPC uploaded more than 47,000 videos in July, which have been viewed a collective 835 million times.\u003C\u002Fp\u003E\n\u003Cp\u003ESitting in front of a phone and livestreaming yourself repeating the same phrases over and over may seem like a strange way to pass the time, but some NPC creators are seeing revenue from the trend.\u003C\u002Fp\u003E\n\u003Cp\u003EIn July, PinkyDoll \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2023\u002F07\u002F17\u002Fstyle\u002Fpinkydoll-social-media-livestream.html\"\u003Etold the New York Times\u003C\u002Fa\u003E that she made between $2,000 and $3,000 (&pound;2,360 to &pound;1,570) per livestream from those in-app gifts that trigger her mechanical responses. That represents a large, highly engaged viewership, not least because individually the gifts are often only worth pennies. For instance, sending an ice cream cone gift to PinkyDoll costs $1.30 (&pound;1.02).\u003C\u002Fp\u003E\n\u003Cp\u003EAlthough she&rsquo;s never studied NPC creators specifically, Maddox says these TikTok creators &ldquo;have told me they make the bulk of their app income through [livestreams]&rdquo;. Maddox also believes it&rsquo;ll only be a matter of time before brands jump on the bandwagon and get an NPC creator to produce sponsored content, further enhancing these TikTokers&rsquo; earning power.\u003C\u002Fp\u003E\n\u003Cp\u003EAlthough it&rsquo;s spiking now, the NPC trend isn&rsquo;t guaranteed to stick around &ndash; like many things in social media, phenomena can fade as quickly as they gain steam. Yet the experts think the NPC trend could be more than just a flash in the pan.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;I can definitely see this trend continuing,&rdquo; says Maddox. &ldquo;I&rsquo;ve spent years studying \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fculture\u002Farticle\u002F20221110-asmr-and-how-whispering-took-over-the-internet\"\u003EASMR\u003C\u002Fa\u003E on YouTube, and the parallels to NPC TikToks are striking.&rdquo; Indeed, some \u003Ca href=\"https:\u002F\u002Fwww.insider.com\u002Fasmr-tiktok-instead-of-youtube-growth-subscribers-2022-7#:~:text=Uzer%20told%20Insider%20she%20assumed,isn't%20always%20the%20case.\"\u003EASMR creators\u003C\u002Fa\u003E are moving away from YouTube as their platform of choice and turning to TikTok to generate quick revenue and build an audience. &nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003ERegardless of the staying power of NPC creators such as PinkyDoll, this phenomenon represents a larger trend: creators are finding new ways to make money through social media, and will continue to do so &ndash; however unconventional the approach may be.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230811-the-npc-livestream-tiktok-trend-helping-creators-earn-cash-2"}],"collection":null,"disableAdverts":false,"displayDate":"2023-08-14T11:57:37Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The 'NPC' livestream TikTok trend helping creators earn cash","headlineShort":"The 'NPC' trend sweeping TikTok","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":false,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"An increasing number of TikTok creators are livestreaming themselves as ‘non-playable characters’. Some are making money off the unconventional phenomenon.","summaryShort":"Acting like a background video game character is earning creators money","tag":[],"textToSpeech":false,"creationDateTime":"2023-08-13T21:26:53.130404Z","entity":"article","guid":"54219fbb-7ce1-48db-b9ac-ae1a186b2786","id":"worklife\u002Farticle\u002F20230811-the-npc-livestream-tiktok-trend-helping-creators-earn-cash","modifiedDateTime":"2023-08-14T16:47:24.731854Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20230811-the-npc-livestream-tiktok-trend-helping-creators-earn-cash","cacheLastUpdated":1692600645383},"worklife\u002Farticle\u002F20230818-why-are-tiktok-creators-so-good-at-making-people-buy-things":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20230818-why-are-tiktok-creators-so-good-at-making-people-buy-things","_id":"64e27196a471ef0d41459b2a","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fmeredith-turits"],"bodyIntro":"TikTok has major power to move consumers to spend on the products creators feature. Why is the pull so strong?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ETikTok may not be the first place that comes to mind to find the best cleaning supplies. Yet #cleantok is alive and well &ndash; as is #dogtok, #beautytok and others. Increasingly, consumers are turning to social media to discover products, spending money based on the recommendations of both high-profile influencers and casual creators alike.\u003C\u002Fp\u003E\n\u003Cp\u003EOn #booktok, for example, creators share their book reviews and recommendations. Data shows users who promote certain books with the hashtag have \u003Ca href=\"https:\u002F\u002Fwww.weforum.org\u002Fagenda\u002F2022\u002F03\u002Ftiktok-booktok-print-books-sales\u002F\"\u003Edriven sales of the titles they feature\u003C\u002Fa\u003E. The popularity of #booktok has also inspired \u003Ca href=\"https:\u002F\u002Fwww.bloomberg.com\u002Fnews\u002Farticles\u002F2022-03-11\u002Fbooktok-book-list-with-43-billion-views-has-sent-barnes-noble-sales-soaring\"\u003Edevoted displays at major multinational book retailers\u003C\u002Fa\u003E; \u003Ca href=\"https:\u002F\u002Fwww.businessinsider.com\u002Ftiktok-changes-book-publishing-marketing-author-careers-2023-5\"\u003Echanged the way cover designers and marketers are approaching new titles\u003C\u002Fa\u003E; and this summer, even spurred a \u003Ca href=\"https:\u002F\u002Fwww.thebookseller.com\u002Fnews\u002Ftiktok-parent-company-bytedance-begins-approaching-authors-with-new-publishing-arm\"\u003Enew publishing imprint from TikTok parent company ByteDance\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EYet there&rsquo;s more than a user&rsquo;s good endorsement that drives the instinct to purchase, say experts. A delicate psychological relationship with the face on the screen as well as the underlying mechanisms of TikTok both play major roles in moving users to buy something they see in their feeds.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ESource credibility\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;Video-based platforms like TikTok and Instagram have tremendously changed the way that we consumers make our purchasing decisions,&rdquo; says Valeria Penttinen, assistant professor in marketing at Northen Illinois University, US. Crucially, these platforms offer users unprecedented exposure to products and services as they consume large volumes of content in such short spans of time.\u003C\u002Fp\u003E\n\u003Cp\u003EThere are a few elements that move users to hop onto creators&rsquo; endorsements. At the core of this, say experts, is &ldquo;source credibility&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003EPeople are likely to be moved to buy the products on screen if they perceive a creator as competent and credible. Users look to creators to &ldquo;have a fit with the product or service&rdquo; as a badge of authenticity, says Angeline Scheinbaum, associate professor of marketing at Clemson University&rsquo;s Wilbur O and Ann Powers College of Business, in South Carolina, US.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20230818-why-are-tiktok-creators-so-good-at-making-people-buy-things-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0g7hvf1"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20230818-why-are-tiktok-creators-so-good-at-making-people-buy-things-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EKate Lindsay, a journalist who covers internet culture, gives the example of a stay at home mum using a cleaning product. &ldquo;They're going to have a following of really like-minded people. When that person who looks like you says they're a mom, they're tired and this cleaning solution helps [them] get through the day &hellip; there&rsquo;s a level of connection and trust where you're like, &lsquo;you look like me and this helpful for you, so it'll be helpful for me&rsquo;.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EA creator&rsquo;s source credibility skyrockets when their recommendation is organic &ndash; an unpaid endorsement. &ldquo;Organic influencers are so much more authentic &hellip; their motivation is to genuinely share a good or a service that has brought them joy or convenience in their life,&rdquo; says Scheinbaum. &ldquo;They sincerely want to share that with others.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EThis authenticity can be especially powerful to drive purchases in niche categories, as creators are often deeply passionate and project specific expertise in areas few have claimed. &ldquo;With these micro-influencers, the consumer is able to feel more confident that they're buying from someone [who] uses that product &hellip; they have a little bit more of an emotional relationship&rdquo;, says Scheinbaum.\u003C\u002Fp\u003E\n\u003Cp\u003EVideo posts also tend to increase credibility with viewers, more than still images or text. Penttinen says video creates a specific environment of &ldquo;personal disclosure&rdquo; that draws in users: even small elements like being able to see a creator&rsquo;s face, hands or hear the way they speak can make a user view them as more trustworthy. Indeed, research has shown \u003Ca href=\"https:\u002F\u002Fwww.inderscienceonline.com\u002Fdoi\u002Fepdf\u002F10.1504\u002FIJIMA.2021.114338\"\u003EYouTube influencers infuse their reviews with personal information\u003C\u002Fa\u003E to appear more like a close friend or family member &ndash; and the more a viewer feels they &ldquo;know&rdquo; the creator, \u003Ca href=\"https:\u002F\u002Fwww.tandfonline.com\u002Fdoi\u002Fabs\u002F10.1080\u002F15332861.2019.1595362\"\u003Ethe more they trust them.\u003C\u002Fa\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EScheinbaum adds that posts with both action and verbal cues &ndash; especially the demonstrations and transformations in TikTok videos, which almost serve as 30-to-60 second micro-infomercials &ndash; can inspire &ldquo;particularly effective persuasion&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe parasocial effect\u003C\u002Fstrong\u003E\u003Cstrong\u003E&nbsp;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EOne of largest elements that inspires consumers to purchase is an emotional connection to these creators.\u003C\u002Fp\u003E\n\u003Cp\u003EThis phenomenon, called a \u003Ca href=\"https:\u002F\u002Fwww.oxfordreference.com\u002Fdisplay\u002F10.1093\u002Foi\u002Fauthority.20110803100305809;jsessionid=B959D2A22045315910B375A8722BAB69\"\u003Eparasocial relationship\u003C\u002Fa\u003E, leads audience members to believe they have a close association or even a friendship with a personality, when the relationship is actually one-sided &ndash; often, the content creator may not know the viewer even exists. These \u003Ca href=\"https:\u002F\u002Fwww.sciencedirect.com\u002Fscience\u002Farticle\u002Fpii\u002FS2352250X22000082\"\u003Enonreciprocal relationships manifest often in social media\u003C\u002Fa\u003E, particularly with influencers and celebrities, especially the more users are exposed to their content.\u003C\u002Fp\u003E\n\u003Cp\u003EThe phenomenon plays a role in consumer behaviour, too. &ldquo;\u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002F10.1177\u002F10949968221102825?icid=int.sj-full-text.similar-articles.2\"\u003EParasocial relationships are so strong that people are moved to buy\u003C\u002Fa\u003E,&rdquo; says Scheinbaum, both in terms of influencers pushing sponsored products and organic creators sharing their favorite personal items.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230818-why-are-tiktok-creators-so-good-at-making-people-buy-things-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"When you continue to fall more and more in love with these people, it stokes the fear of not capitalising on that relationship, or showing your devotion to that relationship – Valeria Penttinen","id":"worklife\u002Farticle\u002F20230818-why-are-tiktok-creators-so-good-at-making-people-buy-things-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EPenttinen explains that as consumers begin to know a creator&rsquo;s preferences and values, and watch them \u003Ca href=\"https:\u002F\u002Fink.library.smu.edu.sg\u002Fcgi\u002Fviewcontent.cgi?article=1012&amp;context=lkcsb_research_all\"\u003Edisclose\u003C\u002Fa\u003E personal \u003Ca href=\"https:\u002F\u002Fnetworkconference.netstudies.org\u002F2018Bentley\u002F2018\u002F05\u002F04\u002Fcelebrities-online-self-disclosure-of-information-reinforces-the-parasocial-relationship\u002F\"\u003Einformation\u003C\u002Fa\u003E, they start to treat their recommendations the same way they would their own real-life friends. She adds these parasocial relationships often drive users to make repeat purchases, especially on TikTok; the platform&rsquo;s algorithm feeds users content from the same accounts often, and repeated exposure can contribute to the one-sided relationship.\u003C\u002Fp\u003E\n\u003Cp\u003EShe adds parasocial relationships on TikTok can also drive a fear of missing out, which spurs buying behaviour: &ldquo;When you continue to fall more and more in love with these people, it stokes the fear of not capitalising on that relationship, or showing your devotion to that relationship.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EPerfectly packaged\u003C\u002Fstrong\u003E\u003Cstrong\u003E&nbsp;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ELindsay says TikTok also has a kind of spirit to its product-centric content that users can find especially compelling.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;TikTok has this way of making shopping like a game in a sense, because everything ends up almost being packaged as part of an aesthetic,&rdquo; she says. &ldquo;You&rsquo;re not just buying a product, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20230815-why-some-brands-reach-cult-status\"\u003Eyou&rsquo;re buying something in pursuit of this larger lifestyle\u003C\u002Fa\u003E.&rdquo; It can draw the user into wanting to be part of these trends or get in the discourse, which can include trying out a product.\u003C\u002Fp\u003E\n\u003Cp\u003EShe adds that particular genres of TikTok content can be highly persuasive: she points to examples like &ldquo;things you didn't know you needed&rdquo;, &ldquo;holy grails&rdquo; or &ldquo;things that saved my&hellip;&rdquo;. &ldquo;There&rsquo;s a little bit of surprise and delight when you&rsquo;re just scrolling and then you see this thing you didn't know you needed or didn't know existed,&rdquo; says Lindsay.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230818-why-are-tiktok-creators-so-good-at-making-people-buy-things-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0g7hvqz"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20230818-why-are-tiktok-creators-so-good-at-making-people-buy-things-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ECrucially, she says, the short-form intimate nature of TikTok videos makes recommendations feel more natural, and opens up a pathway for users to trust creators. In contrast to the shiny influencers of Instagram, the less polished the content, the more she believes consumers feel like they&rsquo;re making their own decisions to purchase from recommendations &ndash; &ldquo;unpacking it in their own brain&rdquo;.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EBuyer beware\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EYet consumers can often find themselves wrapped up in these emotional purchases to their detriment, says Scheinbaum, who is also the author of The Dark Side of Social Media: A Consumer Psychology Perspective.\u003C\u002Fp\u003E\n\u003Cp\u003EIn some cases, the parasocial effect and subsequent intimacy that social media evokes can be so strong that users don&rsquo;t stop to &ldquo;sleuth&rdquo; whether the endorsement is sponsored or not, she says.\u003C\u002Fp\u003E\n\u003Cp\u003EParticularly, younger users or less savvy consumers may not know the difference between an advert and an organic recommendation. Even users in a hurry could be vulnerable, she says. The nature of TikTok&rsquo;s rapid, quick clips may also make adverts harder to spot, believes Linsday.\u003C\u002Fp\u003E\n\u003Cp\u003EAdditionally, these emotional attachments that drive purchases may make people likely to overspend, says Penttinen. On TikTok, many of the products users talk about aren&rsquo;t expensive, which can make purchasing feel lower stakes. That can be a problem, she adds, because what one creator might find good for them isn&rsquo;t necessarily good for the user &ndash; you might not like that novel you bought because it&rsquo;s been all over #booktok, after all.\u003C\u002Fp\u003E\n\u003Cp\u003EConsumers shouldn&rsquo;t feel they have to scrutinise every purchase they make off TikTok, but experts say it&rsquo;s important to know why the platform can inspire users to spend money &ndash; especially before they hit the check-out.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230818-why-are-tiktok-creators-so-good-at-making-people-buy-things-6"}],"collection":null,"disableAdverts":false,"displayDate":"2023-08-21T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why are TikTok creators so good at making people buy things?","headlineShort":"Why TikTok can convince you to buy","image":["p0g7hv82"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2022-02-27T22:52:24.455144Z","Project":"wwverticals","Slug":"option\u002Fpublish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"64a461aca471ef30b9021812"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20230815-why-some-brands-reach-cult-status","worklife\u002Farticle\u002F20230731-why-twitters-rebrand-to-x-feels-shocking-to-users","worklife\u002Farticle\u002F20230811-the-npc-livestream-tiktok-trend-helping-creators-earn-cash"],"relatedTag":null,"summaryLong":"TikTok has major power to move consumers to spend on the products creators feature. Why is the pull so strong?","summaryShort":"Why are TikTok creators so good at making people buy things?","tag":["tag\u002Fhow-we-live","tag\u002Fnews-features"],"textToSpeech":false,"creationDateTime":"2023-08-20T20:03:17.537775Z","entity":"article","guid":"401de0d3-0e1c-4d71-a013-8d43dc426797","id":"worklife\u002Farticle\u002F20230818-why-are-tiktok-creators-so-good-at-making-people-buy-things","modifiedDateTime":"2023-08-20T22:44:05.321986Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20230818-why-are-tiktok-creators-so-good-at-making-people-buy-things","cacheLastUpdated":1692600645381},"culture\u002Farticle\u002F20230804-womens-world-cup-2023-how-female-players-have-finally-got-the-football-kit-they-deserve":{"urn":"urn:pubpipe:wwverticals:article:culture\u002Farticle\u002F20230804-womens-world-cup-2023-how-female-players-have-finally-got-the-football-kit-they-deserve","_id":"64cd3d93a471ef2ede547298","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"The women's game is booming – and that's reflected in the super-stylish and functional strips. It's a far cry from what female players used to have to endure, writes Kesewaa Browne.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fsport\u002Ffootball\u002Fwomens-world-cup\"\u003E2023 Women's World Cup \u003C\u002Fa\u003Ein Australia and New Zealand is well under way, and has millions around the world glued to their televisions. It's been a thrilling tournament so far, and making the coverage extra vibrant this time round are the super-stylish kits the various teams are sporting.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EMore like this:\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E&ndash;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fculture\u002Farticle\u002F20230707-wimbledon-the-controversy-of-tenniss-strict-146-year-old-dress-code\"\u003EThe controversy of Wimbledon's dress code\u003C\u002Fa\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E&ndash;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fculture\u002Farticle\u002F20230403-the-story-behind-the-most-iconic-sneakers-of-all-time\"\u003EWhy are Air Jordans so valuable?\u003C\u002Fa\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E&ndash;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fculture\u002Farticle\u002F20230405-how-stealth-luxe-took-over-fashion\"\u003EThe resurgence of 'stealth luxury'\u003C\u002Fa\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThere are nature-inspired ensembles by Adidas &ndash; such as \u003Ca href=\"https:\u002F\u002Fwww.footyheadlines.com\u002F2023\u002F02\u002Fjapan-2023-womens-world-cup-away-kit.html\"\u003EJapan's away shirt paying tribute to Mount Fuji sunsets\u003C\u002Fa\u003E &ndash; and a range of stylishly-patterned Nike kits &ndash; such as the Nigeria strip, which takes inspiration from traditional prints.&nbsp;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"culture\u002Farticle\u002F20230804-womens-world-cup-2023-how-female-players-have-finally-got-the-football-kit-they-deserve-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"culture\u002Farticle\u002F20230804-womens-world-cup-2023-how-female-players-have-finally-got-the-football-kit-they-deserve-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIt's a far cry from the days when women didn't even have kits of their own, and instead sported baggy attire on the pitch that was made for men's bodies. And while football's ties with fashion are established, with male footballers dabbling in modelling and building relationships with fashion houses, the fashion world is starting to call on female footballers too as the women's game continues to skyrocket.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EHow early women footballers had to make do\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIn the UK, women's football started to build momentum in the late 19th Century, following the country's first recorded women's match in 1881, with local clubs later starting to compete against each other. But its popularity really boomed during World War One. With millions of men away from home fighting, women took on traditionally male jobs working in the factories &ndash; and as a way for them to keep fit and build their stamina for heavy physical labour, sports such as football were encouraged. The most famous factory-based team was Dick, Kerr Ladies who notably drew a huge crowd of 53,000 spectators for a match against St Helens Ladies in December 1920.\u003C\u002Fp\u003E\n\u003Cp\u003EBut just as women's football was growing in popularity, its momentum was halted in 1921, when the Football Association (FA) announced a ban on women playing the sport on professional grounds and pitches. The reason given: that football was unsuitable for women and not to be encouraged. The ban was not overturned until 1971, and for 50 years women were sidelined to playing in public parks &ndash; a stark contrast to the roaring stadiums they previously shined in.\u003C\u002Fp\u003E\n\u003Cp\u003E\"Football was an underground activity and that meant women who played during this period would wear or borrow male football gear,\" says football historian Professor Jean Williams, author of \u003Ca href=\"https:\u002F\u002Fwww.routledge.com\u002FA-Game-for-Rough-Girls-A-History-of-Womens-Football-in-Britain\u002FWilliams\u002Fp\u002Fbook\u002F9780415263382\"\u003EA Game for Rough Girls: A History of Women's Football in England\u003C\u002Fa\u003E. Naturally, this typically looked loose and baggy on them. And it wasn't just in the UK where women's football was stymied: during the 20th Century, bans and restrictions swept across the globe in countries including Brazil, Belgium, France, Nigeria and Norway. Even when bans subsided, bespoke kits for women were still a rarity well into the 21st Century. Just six years ago, the Irish women's team threatened to strike due to being treated like \"fifth-class citizens\": they \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Ffootball\u002F2017\u002Fapr\u002F06\u002Frepublic-of-ireland-womens-team-call-off-strike-talks-fai\"\u003Ealleged among other things\u003C\u002Fa\u003E that they were forced to change out of their clothes in public toilets to and from matches because they shared kit with the youth teams. For Dr Ali Bowes, a lecturer in the sociology of sport at Nottingham Trent University, the designing of bespoke kits represents a wider attitude change: \"One of the biggest changes in recent years has been the shift to women's football being seen as its own entity and not the hand-me-down version of men's football,\" quite literally, she says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"culture\u002Farticle\u002F20230804-womens-world-cup-2023-how-female-players-have-finally-got-the-football-kit-they-deserve-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"culture\u002Farticle\u002F20230804-womens-world-cup-2023-how-female-players-have-finally-got-the-football-kit-they-deserve-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOne key moment in the evolution of the women's game was the 2019 Women's World Cup in France. For the first time, sports manufacturers like Nike and Adidas designed bespoke, original kits for the teams they sponsored, with the teams themselves having an input in their creation. The corporations took many factors into consideration when creating female-friendly kits, including tailoring them for women's bodies and making them compatible with ponytails, designing them to be easier to put on and take off. For the 2023 tournament, Adidas announced it was pledging its biggest-ever commitment to women's football and it has kitted the players in each of the 10 national teams it has sponsored with bespoke individual sports bras. The fitted and technological attire seem miles apart from the billowing jerseys of the past.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ECalling for change\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EFor a long time, the poor kit options, combined with limited physical training and nutritional advice offered to female players, were \"indicative of the lack of infrastructure and resource\" that was given to women's football, Williams says. By the same token, recent kit changes seen in women's football are partially down to the players \"standing up and fighting for what they deserve as elite performers\", Bowes says. Notably, this year England's kits have swapped white shorts for blue after players had long expressed concerns to kit manufacturer Nike about wearing white while on their period. For Bowes, having kit designed for women's athletes' bodies is positive, but there \"are still gaps, issues and challenges\" to be dealt with, such as with football boots, which are generally designed with a man's foot in mind, where women have higher arches and a different heel shape.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"culture\u002Farticle\u002F20230804-womens-world-cup-2023-how-female-players-have-finally-got-the-football-kit-they-deserve-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"culture\u002Farticle\u002F20230804-womens-world-cup-2023-how-female-players-have-finally-got-the-football-kit-they-deserve-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhat's more, the increased visibility of women's football has only strengthened fashion houses and designers' interests in the beautiful game. Ahead of the tournament, Calvin Klein's Calvins or Nothing underwear campaign welcomed women footballers into its hall of fame, with US Women's National Team co-captain Alex Morgan, England's super striker Chloe Kelly and Australia's rising star Mary Fowler among the women players photographed for the iconic brand, joining male footballing peers like Romelu Lukaku and Son Heung-min. Fashion and football crossovers are &ldquo;natural when you think about it&rdquo;, says Williams. \"[Football stars] make great models because not only are they are in great shape, but they are natural performers.\" Elsewhere, England and Arsenal's Leah Williamson made headlines last year after signing a lucrative modelling deal with Gucci.\u003C\u002Fp\u003E\n\u003Cp\u003EMeanwhile the innovations in football wear doesn't just stop on the pitch: British-Jamaican designer Martine Rose, who is no stranger to utilising a sporting aesthetic in her creations, recently launched a range of gender-free tailoring with Nike that according to the marketing \"dissolves the boundaries of men and women's football styling [to] evolve player suiting\". Indeed, Rose's suits were worn by the US Women's National Team when they stepped off the bus for their first match of the World Cup. It felt like a real turning point in women's sport and fashion, the tailored suits being distinctively different from the sweats and tracksuits typically worn by teams ahead of matches. And when the collaboration officially launched, the models included Williamson, former England legend Rachel Yankey and players from the inaugural England Women's football team of 1971.\u003C\u002Fp\u003E\n\u003Cp\u003EWhat's more, the influence of football's aesthetic and culture has been visible in various labels' catwalk looks: see for example, Balenciaga's recent oversized football shirt, in collaboration with Adidas, and their football boot-looking trainers that premiered at Paris Fashion Week in 2020. For Felicia Pennant, founder of fashion and football online platform SEASON zine, \"it's extremely interesting when people in the fashion world look to football to draw out\" inspiration. Football is a symbol \"for community and designers are now putting their very own spin on this\", she adds.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"culture\u002Farticle\u002F20230804-womens-world-cup-2023-how-female-players-have-finally-got-the-football-kit-they-deserve-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"culture\u002Farticle\u002F20230804-womens-world-cup-2023-how-female-players-have-finally-got-the-football-kit-they-deserve-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAs to the future of women's kit, Senior Director at Adidas Amy Charlton comments \"there is no finish line, we continuously learn to use new technologies to make sure the next women's world cup is even better\". And when it comes to the players, the stars of this World Cup are probably unknowingly making their mark and influencing the fashion world at this very moment.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EIf you would like to comment on this story or anything else you have seen on BBC Culture, head over to our&nbsp;\u003C\u002Fem\u003E\u003Ca href=\"https:\u002F\u002Fwww.facebook.com\u002Fpages\u002FBBC-Culture\u002F237388053065908\"\u003E\u003Cstrong\u003EFacebook\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E\u003Cem\u003E&nbsp;page or message us on\u003C\u002Fem\u003E&nbsp;\u003Ca href=\"https:\u002F\u002Ftwitter.com\u002Fbbc_culture\"\u003E\u003Cstrong\u003ETwitter\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E\u003Cem\u003E.\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EAnd if you liked this story,&nbsp;\u003Ca href=\"https:\u002F\u002Fcloud.email.bbc.com\u002FSignUp10_08%20\"\u003E\u003Cstrong\u003Esign up for the weekly bbc.com features newsletter\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E, called The Essential List. A handpicked selection of stories from BBC Future, Culture, Worklife and Travel, delivered to your inbox every Friday.\u003C\u002Fem\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"culture\u002Farticle\u002F20230804-womens-world-cup-2023-how-female-players-have-finally-got-the-football-kit-they-deserve-8"}],"collection":null,"disableAdverts":false,"displayDate":"2023-08-04T18:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Women's World Cup 2023: How female players have finally got the football kit they deserve","headlineShort":"Have women got the kit they deserve?","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"culture","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":null,"relatedTag":null,"summaryLong":"The women's game is booming – and that's reflected in the super-stylish and functional strips. It's a far cry from what female players used to have to endure, writes Kesewaa Browne.","summaryShort":"How women's football kits are finally meeting female footballers' needs","tag":[],"textToSpeech":false,"creationDateTime":"2023-08-04T18:03:46.328758Z","entity":"article","guid":"ac97c79e-7532-4afb-9370-2f69dd8d4b86","id":"culture\u002Farticle\u002F20230804-womens-world-cup-2023-how-female-players-have-finally-got-the-football-kit-they-deserve","modifiedDateTime":"2023-08-05T09:09:46.697101Z","project":"wwverticals","slug":"culture\u002Farticle\u002F20230804-womens-world-cup-2023-how-female-players-have-finally-got-the-football-kit-they-deserve","cacheLastUpdated":1692600645382},"worklife\u002Farticle\u002F20220929-the-parents-raising-their-children-without-gender":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20220929-the-parents-raising-their-children-without-gender","_id":"64a4617da471ef30ab2b4c11","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Some parents are championing ‘gender-creative’ parenting styles, which are designed to let children pick their own identities later in life.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cem\u003EAs 2022 comes to a close, we're bringing back our favourite pieces of the year. See the rest of our&nbsp;\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Ftags\u002Fbest-of-worklife-2022\u002F\"\u003EBest of Worklife 2022 collection\u003C\u002Fa\u003E&nbsp;for more great reads.\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EAs Gabriella Martenson prepared for the birth of her first child, she came to a decision. She wouldn&rsquo;t tell her child if they&rsquo;d been born a girl or a boy, and would largely avoid discussing their birth sex with people outside her family and friendship group.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;I wanted them to be who they want to be. I don't want to decide that for them,&rdquo; says Martenson, who was 30 and living in her home city, Stockholm, when she had her first child. &ldquo;[It&rsquo;s] just as I don't want to decide what they grow up to do, or who they decide to love or live with.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EAs a child herself, Martenson had mostly been raised within stereotypical gender norms, such as being given pink belongings and dresses to wear. But in her late teens, she says she &ldquo;discovered feminism&rdquo; and began questioning gender norms. So, when she became a mother, she chose to buy her own child a wide range of clothes and gifts, ranging from trains to dolls, giving them free choice as to which they wanted to use on any given day.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EShe hoped her parenting style would help her child feel more comfortable exploring a range of hobbies and studies, rather than nudging them towards more gender-stereotypical activities. She also believed raising a child without gender would make things easier if they eventually identified as a gender different from their assigned birth sex, and help them accept other people who \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220914-gender-fluidity-the-ever-shifting-shape-of-identity\"\u003Edon&rsquo;t adhere to the gender binary\u003C\u002Fa\u003E or other societal norms. &ldquo;I'm letting them be anything&hellip; and teaching them to not be so narrow minded,&rdquo; she says.\u003C\u002Fp\u003E\n\u003Cp\u003EMartenson, who&rsquo;s since repeated the approach with her two other children, is part of what some experts say is a small yet growing number of parents &ndash; both straight and queer &ndash; who&rsquo;ve opted for gender-neutral parenting in recent years. It&rsquo;s unclear exactly how many families have adopted this strategy, since there&rsquo;s been little academic or public research into the micro-trend. But parenting authors, psychotherapists and preschool teachers alike anecdotally say they&rsquo;ve noticed the practice ticking up in the past decade, particularly in \u003Ca href=\"https:\u002F\u002Fwww.vice.com\u002Fen\u002Farticle\u002Fppxjvb\u002Fraising-children-genderneutral-876\"\u003Enorthern Europe\u003C\u002Fa\u003E and the \u003Ca href=\"https:\u002F\u002Fwww.scarymommy.com\u002Fparenting\u002Ftheybies-gender-neutral-movement-parents\"\u003EUS\u003C\u002Fa\u003E.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EWhile more parents are opting for this approach &ndash; however niche the trend may still be &ndash; it's an unconventional choice, and not one without pushback, even controversy. Yet parents who buck entrenched child-rearing practises have specific motivations for doing so as well as practical approaches they take. Understanding these can help others make sense of their choices, and even shed light on what an untraditional parenting approach might mean for the future of raising a child.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20220929-the-parents-raising-their-children-without-gender-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20220929-the-parents-raising-their-children-without-gender-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EThe rise of gender-neutral parenting\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EBerlin-based queer gender-neutral parenting author, blogger and lecturer Ravna Marin Nathanael Siever says choosing not to label a young child as a boy or girl started to gain traction in the 1980s, mostly in queer communities. This coincided with what they describe as &ldquo;the second wave of feminism&rdquo;, with women rebelling against being typecast as caregivers in the home or in certain jobs.\u003C\u002Fp\u003E\n\u003Cp\u003ESiever&rsquo;s research for their book involved reviewing decades of existing gender studies literature as well as speaking to parents themself. They say many of the people attracted to gender-neutral parenting want to avoid subjecting their kids to experiences they had themselves; growing up in a world where male-female stereotypes and power structures were more prevalent than they are today, transgender people faced higher levels of discrimination and LGBTQ+ relationships were less accepted, all of which impacted on people who didn&rsquo;t conform to these norms. Gender-neutral parenting, therefore, emerged not to &ldquo;neutralise&rdquo; children&rsquo;s genders, &ldquo;but to allow them to discover their own identity, rather than being told about it by others&rdquo;, says Siever, who uses they\u002Fthem pronouns.\u003C\u002Fp\u003E\n\u003Cp\u003ESome English-speaking parents prefer the term &ldquo;gender-creative parenting&rdquo; to help avoid confusion that the goal is to &ldquo;neutralise&rdquo; gender, says Siever; some also use the term &ldquo;gender-open parenting&rdquo; for similar reasons.\u003C\u002Fp\u003E\n\u003Cp\u003EHowever it is defined, this kind of parenting mostly remained niche into the 90s and 2000s, says Siever, but became slightly more well known in the early 2010s, after a number of queer and straight families shared their stories in the media, generating high-profile, polarised debates. These included a Toronto-based couple who raised a \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fworld-us-canada-13581835\"\u003Echild called Storm without giving them a gender label\u003C\u002Fa\u003E, and a cis husband and his \u003Ca href=\"https:\u002F\u002Fblog.apicha.org\u002Fwhats-the-difference-between-nonbinary-genderqueer\"\u003Egenderqueer\u003C\u002Fa\u003E wife in Salt Lake City, who \u003Ca href=\"https:\u002F\u002Fwww.raisingzoomer.com\u002Fabout\"\u003Edocumented their journey bringing up a kid called Zoomer\u003C\u002Fa\u003E on social-media channels. Meanwhile, global reports about some \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fworld-europe-14038419\"\u003Epreschools in Sweden\u003C\u002Fa\u003E avoiding using the words for &lsquo;him&rsquo; and &lsquo;her&rsquo; for all attending pupils also helped put gender-neutral ideologies in the spotlight, says Siever.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220929-the-parents-raising-their-children-without-gender-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"I wanted them to be who they want to be. I don't want to decide that for them. [It’s] just as I don't want to decide what they grow up to do, or who they decide to love or live with – Gabriella Martenson","id":"worklife\u002Farticle\u002F20220929-the-parents-raising-their-children-without-gender-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAround this same period, Siever &ndash; who identifies as&nbsp;\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fexplainers-53154286\"\u003Etransgender\u003C\u002Fa\u003E,&nbsp;\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220601-the-invisible-obstacles-of-non-binary-dating\"\u003Enon-binary\u003C\u002Fa\u003E&nbsp;and&nbsp;\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210326-ethical-non-monogamy-the-rise-of-multi-partner-relationships\"\u003Epolyamorous\u003C\u002Fa\u003E&nbsp;&ndash; began raising the first of three children without gender labels. Siever explains that their personal experiences growing up in the 1990s heavily impacted their decision. Although their parents were influenced by earlier feminist waves that encouraged children to &ldquo;do whatever&rdquo; they wanted in terms of activities, they still labelled Siever a girl, which they didn&rsquo;t feel comfortable with. &ldquo;It took me until my late 20s to figure out I could just step out of that box, because I had no words for it. I wasn't told the language for it,&rdquo; says Siever.\u003C\u002Fp\u003E\n\u003Cp\u003ELike Martinson, Siever believes gender-neutral parenting from birth makes life easier for kids who decide they don&rsquo;t fit into binary norms, and could help these children avoid some of the &ldquo;confusion&rdquo; Siever experienced during their own youth. They also hope that the approach will help spread feminist messages more broadly. &ldquo;Rigid ideas of gender have been discussed as the main source of patriarchal oppression by decades of feminist work,&rdquo; says Siever, who reviewed decades of gender studies literature for their book. &ldquo;The more open our kids can grow up, the less gendered power structures will influence who has power in society and thus who profits most from it.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EMark Vahrmeyer, a psychotherapist who works with families in Brighton, England, adds that in the 2020s, conversations about gender identity and gendered oppression have become much more commonplace in media and society, and that this is helping to show parents that there are alternative ways to raise a child.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;More parents are aware of the possibility of raising a gender-neutral child,&rdquo; he says, due to the increasing use of they\u002Fthem pronouns as well as a general growing awareness of the impact of stereotypes and biases. From his experiences working with both parents and teenagers, he says &ldquo;increasing numbers of parents wish to give their child the space psychologically and emotionally to fully express who they are by minimising the conscious and unconscious impact that gender bias can have on a child &ndash; for example, seeing girls as &lsquo;weaker&rsquo; or boys as &lsquo;smarter&rsquo;.&rdquo;&nbsp;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220929-the-parents-raising-their-children-without-gender-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220929-the-parents-raising-their-children-without-gender-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003E&lsquo;They can experience what feels best for them&rsquo;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe actual practise of gender-neutral parenting differs &ndash; and the approaches parents take are often personal in nature, related to their own societal perceptions and experiences.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EAmong families, one option in English-speaking countries is for parents to refer to their offspring using they\u002Fthem pronouns. The word &lsquo;\u003Ca href=\"https:\u002F\u002Fwww.macmillandictionary.com\u002Fdictionary\u002Fbritish\u002Ftheyby#:~:text=%E2%80%8Bnoun,child%20to%20be%20a%20theyby.\"\u003Etheyby\u003C\u002Fa\u003E&rsquo; &ndash; a blend of the words &lsquo;they&rsquo; and baby&rsquo; &ndash; has emerged to describe these children. Some parents prefer to use a mixture of &lsquo;he&rsquo; and &lsquo;she&rsquo; pronouns instead. Others, like Martinson, don&rsquo;t use the words &lsquo;boy&rsquo; or &lsquo;girl&rsquo;, but do feel comfortable using their child&rsquo;s birth sex pronoun (unless the child requests otherwise), while prioritising neutral alternatives such as &lsquo;child&rsquo;, &lsquo;friend&rsquo; or &lsquo;sibling&rsquo;.\u003C\u002Fp\u003E\n\u003Cp\u003EMarkus Tschannen, a part-time writer, who is embracing a gender-neutral parenting approach from a German-speaking area of Switzerland, says he would like to identify his children with a gender-neutral pronoun such as &lsquo;they&rsquo;, however this currently doesn&rsquo;t exist in the German language.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220929-the-parents-raising-their-children-without-gender-6"},{"bodyHtml":{"assets":[]},"calloutBodyHtml":"\u003Cp\u003EThis story is part of BBC's&nbsp;\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Ffamily-tree\"\u003E\u003Cstrong\u003EFamily Tree\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E&nbsp;series, which examines the issues and opportunities parents, children and families face today &ndash; and how they'll shape the world tomorrow. Find more on&nbsp;\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Ffamily-tree\"\u003E\u003Cstrong\u003EBBC Future\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E.\u003C\u002Fp\u003E","calloutTitle":"Family Tree","cardType":"CalloutBox","iFrameType":"","id":"worklife\u002Farticle\u002F20220929-the-parents-raising-their-children-without-gender-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EInstead, he and his wife call their two young children by different nicknames that don&rsquo;t always conform to gender stereotypes. In German, all nouns have a masculine, feminine or so-called &lsquo;neuter&rsquo; prefix. The word &lsquo;mouse&rsquo;, for example, is a feminine noun with the gendered prefix &lsquo;die&rsquo; (\u003Cem\u003Edie Maus\u003C\u002Fem\u003E). Tschannen says most German parents would therefore avoid giving this animal nickname to a boy, however his family wouldn&rsquo;t think this way. &ldquo;Being gender-creative parents, we deliberately use names with all three grammatical genders,&rdquo; he says. &ldquo;This comes with the advantage that they can experience what feels best for them before deciding on a preferred pronoun,&rdquo; he explains. &ldquo;We basically wanted to give them more options than a society that tries to put children in a gender-based mould early on.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EHe and his wife are straight, and each identify as their birth gender. For them, gender-neutral parenting was less a reaction to their own childhoods, and more a case of looking at the evolving world and deciding to do things differently. In particular, they say they were both appalled by the &ldquo;heavy marketing&rdquo; of gendered books, clothes and toys which, Tschannen believes, has &ldquo;exploded&rdquo; in Switzerland over the last few decades.\u003C\u002Fp\u003E\n\u003Cp\u003EThe couple, like Martinson, buy their kids clothes &ldquo;from both sides of the aisle&rdquo;, and try to expose them to a broad selection of belongings and entertainment. &ldquo;We make sure that they read books or watch films that represent a certain diversity, and don&rsquo;t reproduce too many gender stereotypes,&rdquo; he says. &ldquo;But most importantly, we watch our language so as to not reproduce gender stereotypes ourselves, and we try to be good role models. Also, we openly talked about gender and sexuality early on &ndash; in an age-appropriate way, of course.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220929-the-parents-raising-their-children-without-gender-8"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Being gender-creative parents, we deliberately use names with all three grammatical genders. This comes with the advantage that they can experience what feels best for them before deciding on a preferred pronoun – Markus Tschannen","id":"worklife\u002Farticle\u002F20220929-the-parents-raising-their-children-without-gender-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ELike Martinson and Siever, Tschannen also hopes the experience will make for a less bumpy ride if his kids identify as LGBTQ+, and encourage them to accept others who fit into these categories. &ldquo;It's realistic that our children will meet other children that don't identify with their given gender at birth and that they will meet a lot of queer people in their life,&rdquo; he says. &ldquo;And I want our children to understand different gender identities and I want them to understand different pronouns.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EHe accepts that other parents may feel they can encourage these values without changing their language and behaviours to such an extent, and believes parents can find the place on the &ldquo;gender-neutral spectrum&rdquo; where they feel most comfortable. Nevertheless, in his opinion, he believes his family&rsquo;s approach is potentially more &ldquo;helpful&rdquo; in fighting to dilute gender stereotypes and stigmas.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EUnknown impacts\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ESince gender-neutral parenting remains a relatively recent and limited phenomenon, researchers don't yet know much about its long-term impact, including how it is affecting both children and wider society.\u003C\u002Fp\u003E\n\u003Cp\u003EProponents of the approach argue it is making a mark, at least on an individual level.\u003C\u002Fp\u003E\n\u003Cp\u003EBased on his experience, Tschannen says that in his area of Switzerland, there&rsquo;s still a lot of &ldquo;talk about things &lsquo;just being for boys&rsquo; or &lsquo;for girls&rsquo; respectively&rdquo;. However, he says his children don&rsquo;t &ldquo;buy into this&rdquo;. For instance, if his oldest kid hears a teacher casually saying that &ldquo;boys don&rsquo;t paint their nails&rdquo;, they will &ldquo;actively disagree or just silently shake their head&rdquo;. He says this child &ndash; who shared their identity with their parents when they were around five, but doesn&rsquo;t want it published &ndash; also tends not to &ldquo;lean into &lsquo;typically&rsquo; boys or girls&rsquo; interests&rdquo;, colours or toys (though Tschannen says he would have no problem with it if they did).\u003C\u002Fp\u003E\n\u003Cp\u003EMartinson&rsquo;s oldest child, who is now 11, has identified as girl since she was around four, mirroring her birth sex. But Martinson is of the opinion that her daughter&rsquo;s experiences growing up in a gender-neutral household have helped her to feel more comfortable pursuing a wide range of hobbies and embracing a gender-diverse wardrobe as she&rsquo;s grown older. She says her daughter is already &ldquo;very accepting&rdquo; of peers who&rsquo;ve come out as gay or &ldquo;don&rsquo;t dress like the norm&rdquo;. Martinson says, &ldquo;She doesn&rsquo;t care about that. She thinks it&rsquo;s cool and she thinks they&rsquo;re brave to express this.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220929-the-parents-raising-their-children-without-gender-10"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220929-the-parents-raising-their-children-without-gender-11"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBoth Tschannen and Martinson are clear that gender-neutral parenting doesn&rsquo;t stop once a child chooses a gender they identify with. For instance, they still try to avoid gender-stereotyping language within the home. &ldquo;When I talk about other kids, if it&rsquo;s someone we know [well], I might say &lsquo;she&rsquo; or &lsquo;her&rsquo;. But if it's a child at a playground or, you know, their friends at school, I just call them &lsquo;your friends&rsquo; or by their names&rdquo; rather than referring to &ldquo;boys&rdquo; and &ldquo;girls&rdquo;, says Martinson.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;As soon as the children can tell us what pronouns to use, we use them&hellip; but we still go along with kind of a gender-open, gender-creative or gender-neutral approach by using a rather diverse language because there is no reason for that to go away,&rdquo; agrees Tschannen. &ldquo;We still want the children to know what [range of] gender identities there are, and what options they have.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EBut psychotherapist Vahrmeyer says his experiences working with clients suggest that not all kids exposed to this style of parenting will react positively. &ldquo;For children who feel secure to explore the space their parents offer them, the journey can be one of discovery. However, for some children, the lack of prescribed identity can bring with it uncertainty and increased anxiety,&rdquo; he says. Rather than rejecting gender norms as their parents had hoped, they may &ldquo;find the lack of structure and guidance challenging&rdquo;, and could even &ldquo;revert to more strongly embedded gender identities to compensate for these feelings of uncertainty, and to grasp hold of some certainty&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003EMandee Lal, a certified children&rsquo;s grief and mental health coach based in Wokingham, near London, champions some aspects of gender-neutral parenting, such as choosing a diverse range of clothes and toys. But she agrees that rejecting gendered pronouns may be confusing for some children, especially when most of their peers will still be categorised as girls or boys. &ldquo;Saying that, you know, you're a &lsquo;they&rsquo; &ndash; I don't think a child can understand what a &lsquo;they&rsquo; is and perhaps [the child will] maybe feel like they don't then fit into the world.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220929-the-parents-raising-their-children-without-gender-12"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"For children who feel secure to explore the space their parents offer them, the journey can be one of discovery. However, for some children, the lack of prescribed identity can bring with it uncertainty and increased anxiety – Mark Vahrmeyer","id":"worklife\u002Farticle\u002F20220929-the-parents-raising-their-children-without-gender-13"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOne of Lal&rsquo;s children is transgender, and experienced &ldquo;horrific bullying&rdquo; at school. She believes children labelled &lsquo;they&rsquo; may not escape a similar level of ridicule, even if their parents have taken this approach to avoid future tensions if their children don&rsquo;t conform to gender norms. Meanwhile she points out that non-gendered kids may still need to manage a public &ldquo;switch&rdquo; in identity if they opt for a binary gender label later on. &ldquo;If the parents choose &lsquo;they&rsquo;, then the likelihood of the child choosing their own gender as &lsquo;he&rsquo; or &lsquo;she&rsquo; is still pretty high. So, there's still a lot for that kid to go through. It's not necessarily shielding them.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EParents who decide to raise their children without gender also need to be aware that even if they&rsquo;re trying to promote freedom, their approach may not be without bias, adds Vahrmeyer. &ldquo;A parent&rsquo;s job is to be curious about who a child is and to listen to the child, rather than to impose a &lsquo;project&rsquo; or ideology on their child. Thus, in the same way it is now appropriately viewed as toxic to tell a child how to be a girl or a boy, it can be equally damaging for a parent to impose any anti-gender-conforming views onto a child,&rdquo; he says.\u003C\u002Fp\u003E\n\u003Cp\u003EErika Ohlsson, a behavioural scientist from Stockholm, is also of the opinion that some parents who adopt gender-neutral parenting are taking a political standpoint, for instance to &ldquo;make a statement against the patriarchy&rdquo;, or to justify problems in their own lives connected to how they&rsquo;ve personally experienced gender. &ldquo;I think it's about the parents themselves. I think they might not be happy and content with their own masculinity or femininity,&rdquo; she argues. &ldquo;Now they are given an opportunity, because of these ideological dogmas that are out there in the debates and in politics, which claim that you can choose your own [gender] reality.&rdquo;\u003Cstrong\u003E&nbsp;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ECommon challenges\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EGiven the conversation about the ethics and efficacy of gender-neutral parenting, experts agree that a common challenge for those who adopt the approach is learning how to handle external reactions.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;Gender-neutral parenting is still only done by relatively few people, and they still receive almost as much pushback as in the early 2010s,&rdquo; argues parenting author Siever. They believe &ldquo;people on the outside are still most likely going to sort every child into the &lsquo;boy&rsquo; or the &lsquo;girl&rsquo; box on every occasion, because the idea to treat people differently based on gender is just so fundamentally baked into our society&rdquo;.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EVahrmeyer also warns &ldquo;criticism may not only come from outside the family but from within, especially in the case of older generations such as grandparents&rdquo;. This, he believes, could leave parents feeling anxious and alienated, especially if they don&rsquo;t have a strong support network.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220929-the-parents-raising-their-children-without-gender-14"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220929-the-parents-raising-their-children-without-gender-15"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIndeed, Martinson says her mother has continually questioned her parenting style, describing it as &ldquo;strange&rdquo; or &ldquo;weird&rdquo; that her children break gendered clothing norms, and says she has struggled to understand that Martinson won&rsquo;t talk about her children&rsquo;s gender identities until they do.\u003C\u002Fp\u003E\n\u003Cp\u003EBy contrast, Tschannen says his parenting style hasn&rsquo;t been &ldquo;as much of an issue&rdquo; as he expected, and he&rsquo;s yet to witness any severely negative reactions in person. &ldquo;We explained it to friends and family without making too much of a fuss and they just [went] with it,&rdquo; he explains. Nevertheless, he has experienced an online backlash from strangers whenever he&rsquo;s written about his family. &ldquo;Some think it&rsquo;s extreme, they imply that we brainwash our children and take something (i.e. all aspects of gender) away from them,&rdquo; he says. &ldquo;People have a lot of misconceptions.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA wider trend?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhether gender-neutral parenting will become more accepted and more commonplace is an ongoing debate among followers and observers of the phenomenon.\u003C\u002Fp\u003E\n\u003Cp\u003ESiever argues that recent examples of gender-neutral parenting in the news and on social media may be contributing to &ldquo;a small rise in acceptance&rdquo;. However, in their opinion, it won&rsquo;t become a mainstream trend anytime soon. &ldquo;I hope it will become much more common, but at the current pace this is going to take decades, especially with right-wing politics and talking points about protecting children from so-called &lsquo;gender ideology&rsquo; on the rise everywhere in the Western world.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003ETschannen also believes there&rsquo;s &ldquo;a long way to go&rdquo; before gender-neutral parenting stops being niche, despite the rising media attention to the phenomenon. He believes there&rsquo;s a big difference between the noticeable increase in interest and tangible shifts in behaviour. &ldquo;There&rsquo;s a common reaction from generally open-minded parents who call it &lsquo;an interesting idea&rsquo;, but assume gender-neutral parenting to be hard to put into action and therefore don&rsquo;t think about it much further.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, others, like Martinson, are more optimistic about the trajectory, especially in more progressive countries like Sweden, which has a history of championing gender equality and LGBTQ+ rights. In the years since she had her first child, Martinson says far fewer parents now stop her in the playground to ask about her children&rsquo;s genders. Meanwhile she&rsquo;s noticed much more gender fluidity in the marketing of children&rsquo;s clothes and toys &ndash; &ldquo;boys in pink, boys in tights and things like that&rdquo; &ndash; which she thinks is having an impact on attitudes.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;I think [gender-neutral parenting] will be easier and more popular,&rdquo; she argues. &ldquo;In my mother&rsquo;s generation most people don&rsquo;t get it at all, but in my generation a lot of people do, so when my children have children, I think and I hope that gender won&rsquo;t be an issue in the same way as it is now.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EUpdated 3 October: This version does not include a line that may have been insensitive to readers.\u003C\u002Fem\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220929-the-parents-raising-their-children-without-gender-16"}],"collection":[],"disableAdverts":false,"displayDate":"2022-10-03T13:30:06Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The parents raising their children without gender","headlineShort":"The kids being raised without gender","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Some parents are championing ‘gender-creative’ parenting styles, which are designed to let children pick their own identities later in life.","summaryShort":"Why some parents champion a 'gender-creative' parenting style","tag":[],"textToSpeech":false,"creationDateTime":"2022-10-02T20:16:29.947813Z","entity":"article","guid":"788ae652-43bb-48fd-9916-08cd4a22f3ee","id":"worklife\u002Farticle\u002F20220929-the-parents-raising-their-children-without-gender","modifiedDateTime":"2022-12-13T17:50:24.880455Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20220929-the-parents-raising-their-children-without-gender","cacheLastUpdated":1692600645382},"worklife\u002Farticle\u002F20230726-how-changing-college-admissions-could-affect-the-us-workforce":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20230726-how-changing-college-admissions-could-affect-the-us-workforce","_id":"64c18555a471ef2ee72d0b1f","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"New decisions around affirmative action and legacy admissions stand to change who attends university – and could also affect the composition of the future workforce.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAmerican college admissions are changing.\u003C\u002Fp\u003E\n\u003Cp\u003EOn 29 June, a US Supreme Court ruling struck down \u003Ca href=\"https:\u002F\u002Fwww.law.cornell.edu\u002Fwex\u002Faffirmative_action\"\u003Eaffirmative action\u003C\u002Fa\u003E: the practice of favouring individuals in disadvantaged groups, largely aimed at eliminating discrimination among marginalised applicants. The \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fworld-us-canada-65886212\"\u003Emajority of Justices voted against the policy\u003C\u002Fa\u003E, instituted in the 1960s, ruling American universities considering race in the admissions process is unconstitutional.\u003C\u002Fp\u003E\n\u003Cp\u003EAnother change, albeit much smaller, is the emerging removal of \"legacy\" admissions. This policy provides favour to applicants related to university alumni, or who are related to a donor.\u003C\u002Fp\u003E\n\u003Cp\u003EMany groups have \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fworld-us-canada-66089626\"\u003Ecriticised this admissions approach\u003C\u002Fa\u003E, arguing it gives disproportionate advantage to well-connected white students. In a complaint submitted with the Education Department&rsquo;s Office for Civil Rights, records showed 70% of\u003Ca href=\"https:\u002F\u002Fwww.npr.org\u002F2023\u002F07\u002F03\u002F1185911470\u002Faffirmative-action-supreme-court-ruling-legacy-admissions-harvard\"\u003E legacy applicants at Harvard University \u003C\u002Fa\u003Eare white, and they are six-times more likely than other applicants to be admitted.&nbsp;Following the affirmative action ruling, legacy admissions has become increasingly contentious: on 25 July, the US Education Department \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2023\u002F07\u002F25\u002Fus\u002Fpolitics\u002Fharvard-admissions-civil-rights-inquiry.html\"\u003Eopened a civil-rights investigation into the Ivy League school&rsquo;s legacy policy\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003ESome universities are voluntarily choosing to drop this policy from the selection process: on 19 July, in one of the most high-profile moves, Connecticut-based liberal-arts college \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fworld-us-canada-66249601\"\u003EWesleyan University took the decision to end legacy admissions\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EThe striking down of affirmative action in higher education and the renewed focus on legacy admissions has the potential to shake up the demographics of students who are admitted &ndash; effects that could change the composition of the US workforce.\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, say experts, these moves are not equal in how they&rsquo;ll touch the diversity of student bodies and graduates, and the subsequent possible downstream effects on the workforce they may create.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EPrestigious jobs, STEM, academia and beyond\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe affirmative action ruling stands to have the greater impact of the two policy changes, agree both \u003Ca href=\"https:\u002F\u002Fwww.brookings.edu\u002Fpeople\u002Fkatharine-meyer\u002F\"\u003EKatharine Meyer\u003C\u002Fa\u003E, a fellow at the Brookings Institution&rsquo;s Brown Center on Education, a US-based think tank, and \u003Ca href=\"https:\u002F\u002Fwww.anderson.ucla.edu\u002Ffaculty-and-research\u002Fmanagement-and-organizations\u002Ffaculty\u002Funzueta\"\u003EMiguel M Unzueta\u003C\u002Fa\u003E, a professor of management and organisations at UCLA&rsquo;s Anderson School of Management.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20230726-how-changing-college-admissions-could-affect-the-us-workforce-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20230726-how-changing-college-admissions-could-affect-the-us-workforce-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EUnzueta says black and Latino people stand to feel the most significant impacts in their working lives from the changes to this policy.\u003C\u002Fp\u003E\n\u003Cp\u003EPast data shows these groups generally see the biggest declines in their admissions rates to top schools when affirmative action policies are removed. Unzueta points to research from public universities that have banned these policies in the past. For instance, California removed affirmative action in 1996 &ndash; 10 years later, \u003Ca href=\"https:\u002F\u002Fwww.npr.org\u002F2013\u002F06\u002F23\u002F194656555\u002Fwhat-happens-without-affirmative-action-the-story-of-ucla\"\u003Eclass composition data at UCLA showed a precipitous drop in the enrolment of black and Latino students\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EThis diversity decline affects the pipeline to the most &ldquo;prestigious&rdquo; jobs and salaries, he says.\u003C\u002Fp\u003E\n\u003Cp\u003ECompanies in highly competitive, high-paying fields &ndash; such as consulting and finance &ndash; generally recruit from elite universities, often Ivy League schools. He believes as black and Latino students who would have benefited from affirmative action enrol at less competitive schools, they stand to be left out of narrow corporate recruiting pools. Along with altering their career trajectories, it can also affect their earning potential long-term.\u003C\u002Fp\u003E\n\u003Cp\u003EMeyer believes the most significant effects on workforce diversity will be felt in STEM (science, technology, engineering and mathematics) fields. &ldquo;Research in multiple settings has shown that when \u003Ca href=\"https:\u002F\u002Fwww.jstor.org\u002Fstable\u002F23526142\"\u003Estates have banned affirmative action\u003C\u002Fa\u003E, the number of underrepresented \u003Ca href=\"https:\u002F\u002Fwww.sciencedirect.com\u002Fscience\u002Farticle\u002Fabs\u002Fpii\u002FS0272775715301321\"\u003Eminority students completing STEM degrees drops at highly selective colleges\u003C\u002Fa\u003E, with no offsetting increase at other colleges,&rdquo; says Meyer.\u003C\u002Fp\u003E\n\u003Cp\u003EThis is an issue, says Unzueta, because pay in these fields is particularly high, and many new jobs are emerging due to rapid technological advancement &ndash; think data analytics or AI, for example.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EUnzueta adds that top universities also tend to produce more graduate students, including doctoral students and MBAs. &ldquo;If the argument is that to get to the C-suite, you have to come out of a top MBA program&rdquo;, less diverse graduate students could mean less diversity in leadership, he says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230726-how-changing-college-admissions-could-affect-the-us-workforce-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"As black and Latino students who would have benefited from affirmative action enrol at less competitive schools, they stand to be left out of narrow corporate recruiting pools","id":"worklife\u002Farticle\u002F20230726-how-changing-college-admissions-could-affect-the-us-workforce-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAnd beyond the potential changing composition of graduates entering the workforce, Meyer adds the affirmative action decision may have an &ldquo;indirect chilling effect&rdquo;, in which individual companies dial back recruiting and corporate diversity initiatives they think could potenitally violate the Supreme Court ruling &ndash; which can further erode diversity among student bodies, and the graduates who enter the workforce.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EGood intentions unrealised?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe end of legacy admissions &ndash; which Meyer anticipates will spread, citing moves to scale back the policy at other elite institutions like \u003Ca href=\"https:\u002F\u002Fhub.jhu.edu\u002Fmagazine\u002F2020\u002Fspring\u002Fending-legacy-admissions\u002F\"\u003EJohns Hopkins University\u003C\u002Fa\u003E throughout the past several years, plus \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fworld-us-canada-66089626\"\u003Eincreasing public pressure\u003C\u002Fa\u003E &ndash; may not have as wide-reaching an effect on the workforce of the near future.\u003C\u002Fp\u003E\n\u003Cp\u003EFirst, she says, there&rsquo;s no certainty ending legacy admissions &ldquo;will meaningfully improve the racial diversity of a college&rsquo;s class, let alone that it would translate into the workforce&rdquo;. She adds that omitting the practice does not actively support substantial admissions to a more racially diverse group of students.\u003C\u002Fp\u003E\n\u003Cp\u003EThe change may affect class diversity more than race, believes Unzueta. As data released 24 July shows the \u003Ca href=\"https:\u002F\u002Fopportunityinsights.org\u002Fwp-content\u002Fuploads\u002F2023\u002F07\u002FCollegeAdmissions_Paper.pdf\"\u003Emajority of students who attend Ivy League or &ldquo;Ivy-Plus&rdquo; universities are overwhelmingly upper class\u003C\u002Fa\u003E, he says it&rsquo;s possible top institutions may admit more middle-class students, who could potentially end up in the leadership positions these wealthier students currently hold. But, he cautions, these changes &ndash; if they happen at all &ndash; will be a comparative drop in the ocean, unable to counter the deluge of effects the end of affirmative action could potentially create.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Ca href=\"https:\u002F\u002Fsociology.wustl.edu\u002Fpeople\u002Fadia-harvey-wingfield\"\u003EAdia Harvey Wingfield\u003C\u002Fa\u003E, a sociologist, author and professor at Washington University in St Louis, is also sceptical dismantling legacy admissions will help diversify the workforce in any meaningful way &ndash; and believes colleges may not widely adopt the policies, anyway.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230726-how-changing-college-admissions-could-affect-the-us-workforce-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"square","id":"worklife\u002Farticle\u002F20230726-how-changing-college-admissions-could-affect-the-us-workforce-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003E&lsquo;It&rsquo;s going to get even harder&rsquo;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EFor the workforce to be more diverse overall, says Wingfield, &ldquo;companies would need to commit to policies that have documented success rates in increasing diversity in hiring&rdquo;, such as prioritising recruiting from institutions such as \u003Ca href=\"https:\u002F\u002Fsites.ed.gov\u002Fwhhbcu\u002Fone-hundred-and-five-historically-black-colleges-and-universities\u002F\"\u003EHistorically Black Colleges and Universities (HBCUs)\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.csuchico.edu\u002Fhsi\u002Fhsi-definition.shtml\"\u003EHispanic-Serving Institutions (HSI)\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EUnzueta agrees. Now that past data shows the number of minority students will likely fall at top universities, he says it&rsquo;s incumbent on companies to broaden their recruiting pipelines beyond the usual targets. &ldquo;If those [elite] schools are going to become less diverse &hellip; companies need to go to, for lack of a better word, &lsquo;lower-status institutions&rsquo; that are going to have very good people there,&rdquo; he says. Companies can&rsquo;t &ldquo;rely on the heuristic that high status means high quality&rdquo;.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EEfforts that focus on diverse hiring &ndash; regardless of the university pipeline &ndash; can work, stresses Meyer. She cites 2020 Brookings research on an effort in west Michigan to implement a more structured hiring process, which \u003Ca href=\"https:\u002F\u002Fwww.brookings.edu\u002Farticles\u002Fan-evidence-based-selection-process-for-equitable-hiring-in-west-michigan\u002F\"\u003Edoubled the racial and ethnic diversity in the&nbsp;workforce, \u003C\u002Fa\u003Ewhich was also 23% less likely to turn over in the first year.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EAnd although some companies may be nervous instituting diversity-centric policies in fear they are violating new laws, Wingfield is also hopeful some of the sectors that could be touched most by these changing policies &ndash; such as tech and academia &ndash; may double down on their commitments to attract a racially diverse workforce, regardless.\u003C\u002Fp\u003E\n\u003Cp\u003EWhile Wingfield anticipates a commitment to diversity from these sectors, she says we may also see &ldquo;a real hit in companies developing policies that are explicitly designed to achieve these ends, and in companies establishing workplace norms that allow them to retain talented workers of colour once they are hired&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003EUnzueta believes &ldquo;there are ways to offset the losses&rdquo; in both the composition of student bodies and the workforce, including universities themselves getting creative with recruiting. Yet he adds it&rsquo;s unlikely diversity numbers will return to where they are now.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;Quite frankly, the numbers now are not all that impressive. There are ways to try to claw back some of those numbers and improve representation,&rdquo; says Unzueta. It&rsquo;s not easy now, he adds, but &ldquo;it's going to be even harder&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EAdditional reporting by Meredith Turits\u003C\u002Fem\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230726-how-changing-college-admissions-could-affect-the-us-workforce-6"}],"collection":null,"disableAdverts":false,"displayDate":"2023-07-26T20:41:07.437Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"How changing college admissions could affect the US workforce","headlineShort":"The changing face of college admissions","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"New decisions around affirmative action and legacy admissions stand to change who attends university – and could also affect the composition of the future workforce.","summaryShort":"How will changes to legacy admissions and affirmative action shape the future?","tag":[],"textToSpeech":false,"creationDateTime":"2023-07-26T20:42:45.277801Z","entity":"article","guid":"0d2ea698-d574-47cd-a8ce-33e05077852d","id":"worklife\u002Farticle\u002F20230726-how-changing-college-admissions-could-affect-the-us-workforce","modifiedDateTime":"2023-07-27T15:34:15.817894Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20230726-how-changing-college-admissions-could-affect-the-us-workforce","cacheLastUpdated":1692600645382},"worklife\u002Farticle\u002F20230818-fifa-2023-womens-world-cup-good-queer-joy-on-and-off-the-pitch":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20230818-fifa-2023-womens-world-cup-good-queer-joy-on-and-off-the-pitch","_id":"64df855fa471ef2ea1438dbe","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Faileen-weintraub"],"bodyIntro":"As openly queer moments at the Women's World Cup shine, an uplifting trend of inclusivity emerges.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EImmediately after winning the 2019 Fifa Women&rsquo;s World Cup game against the Netherlands, now-retired champion Megan Rapinoe ran towards the sidelines and kissed her long-time girlfriend, WNBA star Sue Bird. The moment was seen around the world &ndash; and it took the visibility of the LGBTQ+ community to a new level.\u003C\u002Fp\u003E\n\u003Cp\u003ERapinoe is not the first openly gay football player &ndash; that was \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fsport\u002Ffootball\u002F55884099\"\u003ELily Parr\u003C\u002Fa\u003E in the 1920s &ndash; and more than \u003Ca href=\"https:\u002F\u002Fwww.outsports.com\u002F2023\u002F7\u002F11\u002F23787885\u002Fworld-cup-women-gay-lesbian-lgbtq-usa-australia-brazil\"\u003E96 athletes\u003C\u002Fa\u003E in the 2023 Fifa Women&rsquo;s World Cup are out today. Experts and viewers alike say the door has increasingly swung open for LGBTQ+ athletes to express their true selves.\u003C\u002Fp\u003E\n\u003Cp\u003EThey are eagerly walking through it. This year, the competition has become a display of inclusivity and representation.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003ETikTok influencer Jackie J (@jcubehax) refers to this series as &ldquo;good, queer joy&rdquo;. Throughout the Women&rsquo;s World Cup, Jackie J has posted videos of the best moments of the games and sideline romances, including \u003Ca href=\"https:\u002F\u002Fwww.tiktok.com\u002F@jcubedhax\u002Fvideo\u002F7266114966715977002\"\u003Ea dramatic montage\u003C\u002Fa\u003E of the controversies, plays and relationships in the Spain v Netherlands knock-out round; and a heart-warming \u003Ca href=\"https:\u002F\u002Fwww.tiktok.com\u002F@jcubedhax\u002Fvideo\u002F7262698012051492142\"\u003Eproposal\u003C\u002Fa\u003E to Australia&rsquo;s Emily van Egmond by girlfriend Kat Thompson after a 4-0 win against Canada.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EGlennon Doyle, who co-hosts the podcast \u003Ca href=\"https:\u002F\u002Fwecandohardthingspodcast.com\u002F\"\u003EWe Can Do Hard Things\u003C\u002Fa\u003E with retired US soccer star wife Abby Wambach, has been tweeting live Women&rsquo;s World Cup updates, too. As the US struggled to score against Portugal on 1 August, she posted: &ldquo;Maybe let&rsquo;s try more lesbians on the field after intermission&rdquo;. (The game ended in a 0-0 draw.)\u003C\u002Fp\u003E\n\u003Cp\u003ERegardless of the score lines throughout the competition, increased representation &ndash; both through displays of athlete affection as well as these fan moments touted online &ndash; is making an impact on the game. And it&rsquo;s having ripple effects of inclusivity, far off the pitch.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20230818-fifa-2023-womens-world-cup-good-queer-joy-on-and-off-the-pitch-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0g7jcjl"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20230818-fifa-2023-womens-world-cup-good-queer-joy-on-and-off-the-pitch-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EA platform for visibility\u003C\u002Fstrong\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EIn a 2017 essay for Outsports, a site that covers LGBTQ+ issues and news in the sports community, footballer Hannah Wilkinson &ndash; who \u003Ca href=\"https:\u002F\u002Fwww.youtube.com\u002Fwatch?v=Ani8T61yDfc\"\u003Escored the first goal of the 2023 Women&rsquo;s World Cup\u003C\u002Fa\u003E, marking the first victory for New Zealand in both women&rsquo;s and men&rsquo;s competition &ndash; \u003Ca href=\"https:\u002F\u002Fwww.outsports.com\u002F2017\u002F4\u002F27\u002F15466502\u002Fhannah-wilkinson-gay-soccer-olympics\"\u003Ewrote about the importance of using her platform as a pro athlete\u003C\u002Fa\u003E to advocate for inclusivity.\u003C\u002Fp\u003E\n\u003Cp\u003EAn increasing number of LGBTQ+ athletes are doing the same. It&rsquo;s a change from the past, as athletes have historically had to conceal their sexual identities for fear of \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpmc\u002Farticles\u002FPMC6219993\u002F\"\u003Eharassment and discrimination\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EResearchers from the US Center for American progress suggest \u003Ca href=\"https:\u002F\u002Fwww.americanprogress.org\u002Farticle\u002Fdiscrimination-and-barriers-to-well-being-the-state-of-the-lgbtqi-community-in-2022\u002F\"\u003Ehalf of gay, lesbian and bisexual players hide\u003C\u002Fa\u003E their \u003Ca href=\"https:\u002F\u002Fwww.clearinghouseforsport.gov.au\u002Fkb\u002Fsexuality-and-gender-perspectives-on-sports-ethics\"\u003Esexual identities\u003C\u002Fa\u003E from their teams. Yet change is evident &ndash; with women players leading the charge. In a strong show of representation, roughly \u003Ca href=\"https:\u002F\u002Fapnews.com\u002Farticle\u002Fwomens-world-cup-lgbtq-e6c9d1e954dc25d252b0664e35f6b407\"\u003E13% of players in the 2023 Women&rsquo;s World Cup identify as LGBTQ+\u003C\u002Fa\u003E. Outsports reports \u003Ca href=\"https:\u002F\u002Fwww.outsports.com\u002F2023\u002F7\u002F11\u002F23787885\u002Fworld-cup-women-gay-lesbian-lgbtq-usa-australia-brazil\"\u003EAustralia leads the way with 10 openly gay players\u003C\u002Fa\u003E, which Jackie J dubs \"\u003Ca href=\"https:\u002F\u002Fwww.outsports.com\u002F2023\u002F7\u002F19\u002F23740580\u002Fwomens-world-cup-gay-lgbtq-players-kerr-rapinoe\"\u003EThe Gayest Team 2k23\u003C\u002Fa\u003E\".&nbsp;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EWhile there is already a certain level of acceptance in countries including the \u003Ca href=\"https:\u002F\u002Fnews.gallup.com\u002Fpoll\u002F389309\u002Famericans-offer-gloomy-state-nation-report.aspx\"\u003EUnited States\u003C\u002Fa\u003E, players from more historically conservative countries, such as Colombia, are now out about their sexual identities on the field, too.\u003C\u002Fp\u003E\n\u003Cp\u003ESarah Axelson, vice president of advocacy at the Women&rsquo;s Sports Foundation, parallels the shift in sport to the larger cultural move towards acceptance. &ldquo;Sports is often a microcosm of society, so it makes sense that we&rsquo;d see acceptance and visibility grow in sports, too&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003EA now-viral clip from Jackie J&rsquo;s TikTok, showing Colombia captain \u003Ca href=\"https:\u002F\u002Fwww.tiktok.com\u002F@jcubedhax\u002Fvideo\u002F7261639915815882030\"\u003EDaniela Montoya\u003C\u002Fa\u003E celebrating in a sidelines embrace with girlfriend Renata Arango after their 2-1 win against Germany is emblematic of this rising visibility. It wasn&rsquo;t only displays of queer affection; \u003Ca href=\"https:\u002F\u002Fwww.independent.co.uk\u002Fsport\u002Ffootball\u002Fquinn-canada-trans-women-world-cup-b2382180.html\"\u003ECanadian midfielder Quinn\u003C\u002Fa\u003E also made history by becoming the first ever transgender or non-binary person to play at either a men or women&rsquo;s World Cup.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;As we see more athletes live and love authentically,&rdquo; says Axelson, &ldquo;they continue to help shift culture both on and off the pitch.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230818-fifa-2023-womens-world-cup-good-queer-joy-on-and-off-the-pitch-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0g7jdm2"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20230818-fifa-2023-womens-world-cup-good-queer-joy-on-and-off-the-pitch-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EBetter visibility, enduring challenges\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EOutside football, queer visibility is growing around the world.\u003C\u002Fp\u003E\n\u003Cp\u003EA 2022 Gallup poll showed the number of people who \u003Ca href=\"https:\u002F\u002Fnews.gallup.com\u002Fpoll\u002F470708\u002Flgbt-identification-steady.aspx\"\u003Eopenly identify as LGBTQ+ in the US has more than doubled\u003C\u002Fa\u003E throughout the past decade, now at 7.2%. And in the UK, 2021 census data showed \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fuk-64184736\"\u003Emore than 1.3 million people in England and Wales identify as lesbian, gay or bisexual\u003C\u002Fa\u003E. LGBTQ+ data expert Kevin Guyan, a research fellow at the University of Glasgow called the data a \"landmark moment for inclusion\" upon its release. Younger generations are increasingly more comfortable with visibility; an Ipsos \u003Ca href=\"https:\u002F\u002Fwww.ipsos.com\u002Fsites\u002Fdefault\u002Ffiles\u002Fct\u002Fnews\u002Fdocuments\u002F2023-05\u002FIpsos%20LGBT%2B%20Pride%202023%20Global%20Survey%20Report%20-%20rev.pdf\"\u003Esurvey revealed one in five Gen Z adults identify as LGBTQ+\u003C\u002Fa\u003E &ndash; more than any other generation.\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, the LGBTQ+ community around the world still faces hurdles proudly coming out about their sexual orientation, with \u003Ca href=\"https:\u002F\u002Fwww.spglobal.com\u002Fesg\u002Finsights\u002Ffeatured\u002Fspecial-editorial\u002Fcreating-visibility-and-positive-recognition-lgbtq-inclusion-in-the-workplace\"\u003E71 countries\u003C\u002Fa\u003E criminalising LGBTQ+ acts.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd even for those people who are comfortable being out, issues such as harassment and discrimination abound. A 2021 report from the Williams Institute at UCLA School of Law showed that in the US, 46% of people who identify as LGBTQ+ \u003Ca href=\"https:\u002F\u002Fwilliamsinstitute.law.ucla.edu\u002Fpublications\u002Flgbt-workplace-discrimination\u002F\"\u003Esay they have received unfair treatment because of their sexual orientation\u003C\u002Fa\u003E. And in the corporate world, once surging \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20230228-the-perfect-storm-keeping-women-of-colour-behind-at-work\"\u003EDEI programmes are taking a hit amid mass layoffs\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EYet globally, as the fight for LGBTQ+ acceptance continues, more athletes are stepping up and speaking out. For instance, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fuk-63747256\"\u003EFIFA banned the OneLove Pride armbands\u003C\u002Fa\u003E during the Men&rsquo;s World Cup last year in Qatar, where it&rsquo;s illegal to be gay. But this year, \u003Ca href=\"https:\u002F\u002Fapnews.com\u002Farticle\u002Fwomens-world-cup-lgbtq-e6c9d1e954dc25d252b0664e35f6b407\"\u003EWomen&rsquo;s World Cup players are finding creative ways to show solidarity\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003ENew Zealand captain \u003Ca href=\"https:\u002F\u002Fwww.outsports.com\u002F2023\u002F7\u002F20\u002F23801955\u002Fali-riley-world-cup-gay-pride-rainbow-fingernails\"\u003EAli Riley\u003C\u002Fa\u003E painted her nails the colours of the gay pride flag on one hand and the transgender flag on the other. South African forward Thembi Kgatlana dyed her hair the colours of the Pride flag; and Philippine forward \u003Ca href=\"https:\u002F\u002Fwww.instagram.com\u002Fsarina_bolden\u002F\"\u003ESarina Bolden\u003C\u002Fa\u003E, who scored the first ever World Cup goal for her team, winning the match against New Zealand, touts in her Instagram bio, &ldquo;I just want to have fun and b gay.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230818-fifa-2023-womens-world-cup-good-queer-joy-on-and-off-the-pitch-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0g7jd6k"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20230818-fifa-2023-womens-world-cup-good-queer-joy-on-and-off-the-pitch-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWomen may be uniquely positioned to further this fight for visibility.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EMen&rsquo;s professional sports are often referred to as \"\u003Ca href=\"https:\u002F\u002Fwww.washingtonblade.com\u002F2013\u002F08\u002F28\u002Fu-s-professional-sports-called-the-last-closet-lgbt-sports-issue\u002F\"\u003Ethe last closet\u003C\u002Fa\u003E\".&nbsp;They thrive on a specific expression of masculinity, leaving little room for expansive identities. Sports &ldquo;historically developed as a mechanism to socialise boys and young men into culturally appropriate and socially expected norms, values and roles,&rdquo; says \u003Ca href=\"https:\u002F\u002Fwww.cla.purdue.edu\u002Fdirectory\u002Fprofiles\u002Fcheryl-cooky.html\"\u003ECheryl Cooky\u003C\u002Fa\u003E, a professor of women's gender and sexuality studies at Purdue University, US, and co-author of Serving Equality: Feminism, Media, and Women&rsquo;s Sports. \"As such, modern sports serve as a key cultural site for the maintenance of masculinity.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EYet as women&rsquo;s sports already exist outside of those norms, female athletes are ahead of the game in terms of breaking free from them. It&rsquo;s helped them in their tough fights for recognition, including \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fsport\u002Ffootball\u002F60480155\"\u003Eequal pay\u003C\u002Fa\u003E and the right to\u003Ca href=\"https:\u002F\u002Fwww.theatlantic.com\u002Fentertainment\u002Farchive\u002F2015\u002F07\u002Fwomens-soccer-world-cup-fifa-lawsuit\u002F397592\u002F\"\u003E play on grass instead of turf\u003C\u002Fa\u003E &ndash; high-profile battles that have left a lasting mark on inclusion and equality in the game.\u003C\u002Fp\u003E\n\u003Cp\u003EThere&rsquo;s still a long way to go, but experts, fans and athletes themselves are optimistic about progress. During a press conference, Australia defender \u003Ca href=\"https:\u002F\u002Fwww.instagram.com\u002Fp\u002FCv0HyabufTU\u002F\"\u003EEllie Carpenter\u003C\u002Fa\u003E confirmed this saying, &ldquo;How far we&rsquo;ve come is just unimaginable. I&rsquo;m so proud to be part of this generation.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EAxelson adds that progress is needed on an international level, &ldquo;but it&rsquo;s still possible, especially with women at the helm&rdquo;.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230818-fifa-2023-womens-world-cup-good-queer-joy-on-and-off-the-pitch-6"}],"collection":null,"disableAdverts":false,"displayDate":"2023-08-18T13:27:50Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Fifa 2023 Women's World Cup: 'Good, queer joy' on and off the pitch","headlineShort":"World Cup: 'Good, queer joy'","image":["p0g7jc1y"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2022-02-27T22:52:24.455144Z","Project":"wwverticals","Slug":"option\u002Fpublish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"64a461aca471ef30b9021812"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["culture\u002Farticle\u002F20230804-womens-world-cup-2023-how-female-players-have-finally-got-the-football-kit-they-deserve","worklife\u002Farticle\u002F20220929-the-parents-raising-their-children-without-gender","worklife\u002Farticle\u002F20230726-how-changing-college-admissions-could-affect-the-us-workforce"],"relatedTag":null,"summaryLong":"As openly queer moments at the 2023 Women's World Cup shine, an uplifting trend of inclusivity emerges.","summaryShort":"LGBTQ+ inclusivity levels up at the 2023 Fifa Women's World Cup","tag":["tag\u002Fhow-we-live","tag\u002Fnews-features","tag\u002Fsports"],"textToSpeech":false,"creationDateTime":"2023-08-18T14:50:54.250057Z","entity":"article","guid":"535cb985-ea3c-4022-a6a0-345570d97c9f","id":"worklife\u002Farticle\u002F20230818-fifa-2023-womens-world-cup-good-queer-joy-on-and-off-the-pitch","modifiedDateTime":"2023-08-18T17:55:08.825572Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20230818-fifa-2023-womens-world-cup-good-queer-joy-on-and-off-the-pitch","cacheLastUpdated":1692600645382},"worklife\u002Farticle\u002F20230816-company-loyalty-is-out-touting-yourself-is-in":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20230816-company-loyalty-is-out-touting-yourself-is-in","_id":"64dd2deba471ef30a87ef03f","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Felizabeth-bennett"],"bodyIntro":"Waning are the days when employees would brag about the businesses they work for. Now, they’re prioritising themselves.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"BodyA\"\u003EFor years, a hallmark of neighbourhoods like London&rsquo;s Canary Wharf or Manhattan&rsquo;s Financial District was workers wearing fleece vests emblazoned with their company logos. It wasn&rsquo;t just a sign of a less formal dress codes in the corporate world &ndash; it was a badge of pride in the company one worked for.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EYet that kind of overt employee loyalty may be waning. In a changed work world, where technology is rapidly developing and workers&rsquo; priorities have shifted, experts say people are less likely to be company-first when thinking and talking about their careers.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EInstead, people are touting their personal bona fides over the firms on their CVs.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003E\u003Ca href=\"https:\u002F\u002Fwww.leesmanindex.com\u002Four-people\u002F\"\u003ETim Oldman\u003C\u002Fa\u003E, Founder and CEO of \u003Ca href=\"https:\u002F\u002Fwww.leesmanindex.com\u002F\"\u003ELeesman\u003C\u002Fa\u003E, which measures employee workplace experience, has seen this in action while searching for new talent for his own company. This manifests often on LinkedIn, he adds, where many workers now choose to put their name and skills in their profile titles, pushing details of their current employers much lower down the page. This is in stark contrast to the traditional approach, where users head up their profiles with job title and company first.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EThis approach of advertising personal accomplishments over workplace identity makes sense in the current climate, where recruiters are homing in on specific skillsets in their searches and outreach, says \u003Ca href=\"https:\u002F\u002Fwww.kcl.ac.uk\u002Fpeople\u002Fdana-minbaeva\"\u003EDana Minbaeva\u003C\u002Fa\u003E, a professor of human resource management at King's College London. She attributes this, in part, to a wider shift towards a skills-based economy.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003E&ldquo;We&rsquo;re operating in an environment in which an individual&rsquo;s skills and competencies are considered their most valuable assets,&rdquo; she says. The most valuable workers in the labour market must have the ability to adapt their personal expertise to emerging technologies such as generative AI.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EIncreased globalisation along with rapidly developing technology is driving the shift to a skills-based job market, believes \u003Ca href=\"https:\u002F\u002Farden.ac.uk\u002Fabout-us\u002Ffaculties\u002Ffaculty-of-business\"\u003EAaron Taylor\u003C\u002Fa\u003E, head of school for human resource management at Arden University, UK. &ldquo;Skillsets that are in demand are rapidly changing and employees want to keep them up to date for personal, professional or financial reasons,&rdquo; he says.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EIn other words, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20230522-how-the-perfect-job-candidate-has-changed\"\u003Eemployees are becoming more valuable for the skills they have\u003C\u002Fa\u003E, rather than the pedigree they carry. And as recruiters reach out, these workers know it.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003E\u003Cstrong\u003EThe loyalty factor\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EAs competencies become more important than firm prestige in the current labour market, many employees are increasingly less loyal to their employers. Rather than stay at a prestigious corporation due to its name, experts say workers may be more likely to move among companies, seeking opportunities where their skills can be nurtured and developed.\u003C\u002Fp\u003E\n\u003Cp\u003EAs a result of this shift in loyalty, Minbaeva says workers are psychologically disengaging from their once-steadfast allegiances to a single company.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20230816-company-loyalty-is-out-touting-yourself-is-in-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0g73p58"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20230816-company-loyalty-is-out-touting-yourself-is-in-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"BodyA\"\u003EIn part, she believes this is because employees are more likely to examine and even challenge the entrenched values and culture of their workplaces and leaders.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003E&ldquo;Younger workers are much more actively engaged in scrutinising and evaluating whether a company's actions align with their own beliefs and values, sustainability agenda and other promises made to various stakeholders,&rdquo; she says. Simply, they&rsquo;re now willing to walk from a company that doesn&rsquo;t live up to their own ideals.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003ETaylor says the pandemic has also driven workers to demand more autonomy in the workplace. &ldquo;People want more control over their work-life balance,&rdquo; he says. &ldquo;There is much less emphasis on staying loyal and &lsquo;sticking out&rsquo; for a job and much more emphasis on finding a job that matches workers&rsquo; own needs and preferences,&rdquo; he adds.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EPlus, Oldman believes the less time workers spend in physical offices, the more they may draw a line between themselves and their jobs. &ldquo;Those employees who attend the office benefit less from the potential brand loyalty and the benefits that great offices can instil. They also miss the unstructured social interactions with colleagues that serve to create and reinforce social cohesion and sense of common purpose,&rdquo; he says.&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EWhen the physical connection with the office is what Oldman calls a &ldquo;fleeting relationship&rdquo;, employees care less about the company and consequently are more likely to not think twice about jumping ship.&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EUltimately, the experts believe this decrease in traditional employer loyalty is making it easier &ndash; and more sensible &ndash; for workers to think about their skills first.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003ELooking to the future, experts think employees will be increasingly thinking about their work and skills first, not the name on the door. And as \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220720-the-case-for-job-hopping\"\u003Ejob hopping rises\u003C\u002Fa\u003E and the skill-based economy only grows, Taylor believes workers will continue to tout their talents over their employers to advance, both in terms of career growth and earning potential.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230816-company-loyalty-is-out-touting-yourself-is-in-2"}],"collection":null,"disableAdverts":false,"displayDate":"2023-08-17T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Company loyalty is out – touting yourself is in","headlineShort":"Why workers are getting selfish","image":["p0g73p0t"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2022-02-27T22:52:24.455144Z","Project":"wwverticals","Slug":"option\u002Fpublish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"64a461aca471ef30b9021812"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":null,"relatedTag":null,"summaryLong":"Waning are the days when employees would brag about the businesses they work for. Now, they’re prioritising themselves.","summaryShort":"Company loyalty is out, and touting yourself is in","tag":["tag\u002Fhow-we-work","tag\u002Ffeatures"],"textToSpeech":false,"creationDateTime":"2023-08-16T20:13:14.165465Z","entity":"article","guid":"8c65c40f-8c0f-4e7b-b5c5-99a4ebc83623","id":"worklife\u002Farticle\u002F20230816-company-loyalty-is-out-touting-yourself-is-in","modifiedDateTime":"2023-08-16T20:13:14.165465Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20230816-company-loyalty-is-out-touting-yourself-is-in","cacheLastUpdated":1692600645382},"worklife\u002Farticle\u002F20230809-what-the-lizzo-allegations-show-about-harassment-in-entertainment":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20230809-what-the-lizzo-allegations-show-about-harassment-in-entertainment","_id":"64d3ba71a471ef30aa6005f5","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"All workers are vulnerable to workplace misconduct. But people in industries without explicit guardrails may struggle even more.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe allegations were shocking, and the backlash was swift.\u003C\u002Fp\u003E\n\u003Cp\u003EOn 2 August, the musician Lizzo, widely known for messages of body-positivity and self-love, was \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fentertainment-arts-66379169\"\u003Enamed in a lawsuit that accused her of creating a hostile work environment\u003C\u002Fa\u003E. Three former dancers say the pop star subjected them to sexual and racial discrimination, fat shaming and physical and emotional abuse.\u003C\u002Fp\u003E\n\u003Cp\u003EA day after the allegations, Lizzo, whose legal name is Melissa Viviane Jefferson, \u003Ca href=\"https:\u002F\u002Fwww.instagram.com\u002Fp\u002FCvevdf9OTse\u002F\"\u003Eissued a statement on Instagram denying the claims\u003C\u002Fa\u003E. She called the stories &ldquo;unbelievable&rdquo;, &ldquo;too outrageous&rdquo; and &ldquo;sensationalized&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003EWorkplace harassment comes in many forms, and data shows it proliferates around the globe. According to a 2021 International Labour Organization (ILO) survey of 75,000 workers in 121 countries and territories, nearly a quarter of respondents across industries report they \u003Ca href=\"https:\u002F\u002Fwww.ilo.org\u002Fglobal\u002Fabout-the-ilo\u002Fnewsroom\u002Fnews\u002FWCMS_863177\u002Flang--en\u002Findex.htm\"\u003Ehave experienced violence and harassment on the job\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd although working in entertainment may be a dream for many people, this kind of non-traditional gig &shy;&shy;&ndash; such as touring with a performer, appearing in a reality television show or being part of a theatre cast &ndash; can create a set of conditions rife with the potential for workplace harassment.\u003C\u002Fp\u003E\n\u003Cp\u003EA 2020 policy brief from the ILO indicated \u003Ca href=\"https:\u002F\u002Fwww.ilo.org\u002Factrav\u002Fpubs\u002FWCMS_761947\u002Flang--en\u002Findex.htm\"\u003Ethe entertainment industry&rsquo;s unique organisational structure\u003C\u002Fa\u003E makes preventing and addressing harassment, workplace abuse and gender inequality particularly difficult &ndash; even after the \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Fworld\u002F2017\u002Foct\u002F31\u002Fhollywood-male-abusers-boys-gay-men-kevin-spacey\"\u003EMe Too movement exposed rampant abuse in Hollywood\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E&lsquo;The passion gap&rsquo;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe dancers bringing the suit against Lizzo &ndash; Arianna Davis, Crystal Williams and Noelle Rodriguez &ndash; have alleged they were &ldquo;\u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2023\u002F08\u002F02\u002Fus\u002Flizzo-dancers-lawsuit-harassment.html\"\u003Eexposed to an overtly sexual atmosphere that permeated their workplace\u003C\u002Fa\u003E&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003EDavis, who met Lizzo while competing on the singer&rsquo;s Amazon Prime reality show, Lizzo&rsquo;s Watch Out for the Big Grrrls, and was employed by her in 2021, alleges that Lizzo forced her to touch a burlesque performer&rsquo;s breast, and asked personal questions about her weight gain. &ldquo;Plaintiffs were aghast with how little regard Lizzo showed for the bodily autonomy of her employees and those around her,&rdquo; \u003Ca href=\"https:\u002F\u002Fwww.nbcnews.com\u002Fnews\u002Fus-news\u002Flizzo-dancers-weight-shamed-pressured-touch-nude-performer-lawsuit-rcna95161\"\u003Ethe complaint details\u003C\u002Fa\u003E.&nbsp;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20230809-what-the-lizzo-allegations-show-about-harassment-in-entertainment-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20230809-what-the-lizzo-allegations-show-about-harassment-in-entertainment-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAlthough Lizzo&rsquo;s case is still pending, the very public nature of the complaints, say experts, has forced an important conversation about work in non-traditional settings, particularly in the arts.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;So many performers have heard about how lucky they are, how so many people want to do what they are doing and that they are replaceable,&rdquo; says David E. Shane, director of programs at \u003Ca href=\"https:\u002F\u002Fwww.art-newyork.org\u002F\"\u003EA.R.T.\u002FNew York\u003C\u002Fa\u003E, an organisation that provides logistical and financial services to non-profit theatres across New York.\u003C\u002Fp\u003E\n\u003Cp\u003EHe says that workers in creative industries often choose to overlook things like poor working environments, excessive hours and inappropriate behaviour because they believe it&rsquo;s the nature of the business. He calls this mindset \"the passion gap\" which is the delta between what a worker would normally think was acceptable in a professional environment versus what they are willing to accept in a creative position. He says they might&nbsp;think, &lsquo;If I say no, I&rsquo;ll be labelled as difficult, and I won&rsquo;t get another opportunity&rsquo;.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThis chimes with findings from the Hollywood Commission, a non-profit advocacy organisation for workers in the entertainment industry. In 2019, the group conducted a survey of 9,630 workers, and found \u003Ca href=\"https:\u002F\u002Fwww.hollywoodcommission.org\u002Fhollywood-survey\"\u003Eonly 35% of respondents believed that a workplace harasser would be held accountable for misconduct\u003C\u002Fa\u003E. Additionally, 41% of respondents said they wouldn&rsquo;t report gender harassment or sexual harassment at work because they feared retaliation. The findings, report the Hollywood Commission, point to an industry that has an &ldquo;entrenched and endemic&rdquo; issue with workplace harassment.\u003C\u002Fp\u003E\n\u003Cp\u003ENatalie Whittingham Burrell, a US-based criminal defence attorney and host of a \u003Ca href=\"https:\u002F\u002Fwww.youtube.com\u002F@natalielawyerchick\u002Fabout\"\u003EYouTube show about celebrity scandals and lawsuits\u003C\u002Fa\u003E, adds that performers often expect after-hours mingling to come with the territory in their line of work. This, she says, can affect their perception of what rises to the level of harassment or abuse.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;Networking is a tradition in the entertainment industry, and it&rsquo;s normalized as part of the job,&rdquo; she says. &ldquo;Leaders in these situations need to realize that they are the boss, even if professional and personal boundaries are blurred.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230809-what-the-lizzo-allegations-show-about-harassment-in-entertainment-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"So many performers have heard about how lucky they are, how so many people want to do what they are doing and that they are replaceable – David Shane","id":"worklife\u002Farticle\u002F20230809-what-the-lizzo-allegations-show-about-harassment-in-entertainment-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWith or without written regulations or a clear corporate structure, she says the responsibility rests with the person whose name is on the marquee. &ldquo;They need to understand that the people who work for them will often do something they don&rsquo;t want to do because they fear they&rsquo;ll lose their jobs if they don&rsquo;t.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA &lsquo;logistically unique&rsquo; workforce\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAlthough the creative sector may lay out a specifically difficult foundation for experiencing, recognising and reporting sexual harassment, experts say power and privilege always play a role in workplace dynamics, no matter the industry.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd, add Shane and Whittingham Burrell, no worker should feel unsafe or bullied on the job.\u003C\u002Fp\u003E\n\u003Cp\u003EShane, who organised A.R.T.\u002FNew York's sexual harassment training, feels rules need to be put in place to safeguard workers and establish best practices. He says an ongoing dialogue about what constitutes harassment, bias and abuse is important for all industries, especially those whose guardrails may be fuzzier than others, such as the creative arts.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;Working in the performing arts is unique,&rdquo; says Shane. &ldquo;But just because you might have to share a dressing room or hotel room with a co-worker or boss doesn&rsquo;t mean that harassment should be allowed to continue.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EMost importantly, he says, &ldquo;We need to normalise saying no, normalise affirmative consent, so that when someone says yes it actually means something.&rdquo; In other words, workers of all stripes should be allowed to create and express clear boundaries without fear they&rsquo;ll be fired.\u003C\u002Fp\u003E\n\u003Cp\u003EYet Shane remains optimistic workers can make progress, especially as allegations of lesser-known forms of workplace harassment come to light. &ldquo;People working in performing arts are creative people. I believe they can come up with creative solutions.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230809-what-the-lizzo-allegations-show-about-harassment-in-entertainment-4"}],"collection":null,"disableAdverts":false,"displayDate":"2023-08-10T15:45:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"What the Lizzo allegations show about harassment in entertainment","headlineShort":"A big lesson from Lizzo's case","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"All workers are vulnerable to workplace misconduct. But people in industries without explicit guardrails may struggle even more.","summaryShort":"The allegations show why some workers are more vulnerable to harassment","tag":[],"textToSpeech":false,"creationDateTime":"2023-08-09T16:10:08.62415Z","entity":"article","guid":"4a43a2b7-bd03-4a97-9df0-c9be65b8ce95","id":"worklife\u002Farticle\u002F20230809-what-the-lizzo-allegations-show-about-harassment-in-entertainment","modifiedDateTime":"2023-08-09T20:32:16.059323Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20230809-what-the-lizzo-allegations-show-about-harassment-in-entertainment","cacheLastUpdated":1692600645383},"worklife\u002Farticle\u002F20230725-how-the-lazy-girl-job-took-over-work-tiktok":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20230725-how-the-lazy-girl-job-took-over-work-tiktok","_id":"64c01e7ca471ef0d695e2a92","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"A content creator says workers should clock fewer hours, work from home and make comfortable salaries. Thousands of people couldn’t agree more.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn late May, 26-year-old Gabrielle Judge sat in front of a camera in oversized glasses and pigtails to film a TikTok about what she called the &ldquo;lazy girl job&rdquo; &ndash; a low stress, fully remote job with little oversight and a good salary.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;A\u003Ca href=\"https:\u002F\u002Fwww.tiktok.com\u002F@gabrielle_judge\u002Fvideo\u002F7236129804066524459?embed_source=121355956%2C121351166%2C121331973%2C120811592%2C120810756%3Bnull%3Bembed_blank&amp;refer=embed&amp;referer_url=embeds.stylist.co.uk%2FiQA6QrA%3Fmaxheight%3D1200%26app%3D1%26v%3D1%26lazy%3D1&amp;referer_video_id=7236129804066524459\"\u003E lazy girl job\u003C\u002Fa\u003E is basically something you can just quiet quit,&rdquo; she says in the two-and-a-half minute video. &ldquo;There&rsquo;s lots of jobs out there where you could make, like, 60 to 80 K and not do that much work and be remote.&rdquo; As an example, she zeroes in on non-technical roles, where she feels the hours fall within a 9-to-5 schedule, and believes the pay is enough to allow for some financial freedom.\u003C\u002Fp\u003E\n\u003Cp\u003EJudge&rsquo;s concept &ndash; and the now-viral video about it &ndash; have struck an ongoing chord with workers, especially women.\u003C\u002Fp\u003E\n\u003Cp\u003EBeyond the nearly 350,000 likes on Judge&rsquo;s post as of this writing, the \u003Ca href=\"https:\u002F\u002Fwww.tiktok.com\u002Ftag\u002Flazygirljob\"\u003E#lazygirljob\u003C\u002Fa\u003E TikTok hashtag currently has more than 17 million views, with other young women describing their own lazy girl jobs. In \u003Ca href=\"https:\u002F\u002Fwww.tiktok.com\u002F@raeandzeebo\u002Fvideo\u002F7236860342389722374\"\u003Eone video\u003C\u002Fa\u003E, a creator says all she does is &ldquo;copy and paste the same emails, take 3-4 calls a day, take my extra long break, take more breaks AND get a nice salary&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003EBut both full-time content creator Judge and workplace experts alike say the &ldquo;lazy girl job&rdquo; isn&rsquo;t necessarily about being lazy at all.\u003C\u002Fp\u003E\n\u003Cp\u003EInstead, the term reflects a new mindset that&rsquo;s taken hold in the era of the Great Resignation &ndash; one in which workers are increasingly demanding sustainable salaries and flexible conditions, while challenging the notion that hours clocked equates work accomplished.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ESubverting entrenched expectations\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EColorado, US-based Judge says the idea dawned her after her own experiences with overwork. She explains racking up 50-to-60 hour weeks as a consultant &ndash; a schedule not &ldquo;normal or sustainable&rdquo;, and one that ultimately eroded both her mental and physical health.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThe main idea behind her term, she says, is reframing what a job can &ndash; and should &ndash; be for workers.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20230725-how-the-lazy-girl-job-took-over-work-tiktok-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20230725-how-the-lazy-girl-job-took-over-work-tiktok-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EShe argues burnout and sickness shouldn&rsquo;t have to be part of the equation in the working world, when autonomy and flexibility have become possible with remote working, and mental health is a larger priority than ever. There&rsquo;s a way to have a positive experience with work, she says &ndash; something she says Gen Z are increasingly taking up the mantle on, after millennials began the conversation.\u003C\u002Fp\u003E\n\u003Cp\u003EJudge says a lazy girl job looks slightly different to everyone, because each worker has their own unique circumstances and needs.\u003C\u002Fp\u003E\n\u003Cp\u003EInstead of a strict definition, she says these types of positions generally meet four criteria: a sense of safety (no long shifts, arduous commutes or dangerous working conditions); remote- or hybrid friendly; a &ldquo;comfortable&rdquo; salary; and a healthy work-life balance. Ultimately, the idea boils down to a healthy work environment that leaves time for workers to prioritise themselves.\u003C\u002Fp\u003E\n\u003Cp\u003EThe &lsquo;lazy&rsquo; part of the term, says Judge, who describes herself as an &ldquo;Anti Work Girlboss&rdquo;, is meant in jest &ndash; but it&rsquo;s important. &ldquo;Everything I&rsquo;m talking about is considered lazy if you compare it to traditional workplace expectations,&rdquo; she says. &ldquo;I try to treat the lazy girl job trend as a mindset, too, because jobs are so nuanced, and everyone&rsquo;s in a different situation.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThis trend isn't surprising to some experts, including Montr&eacute;al-based career coach Tiffany Uman. She views the trend as a reflect of the changing desires of professional women specifically, who increasingly want jobs that make them happy, provide a decent income and allow space for their priorities beyond work. Employees are seeking more work-life balance, she adds, and are not as willing to &ldquo;overdeliver at work in a way that risks compromising their well-being and personal life&rdquo;.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EEliana Goldstein, a New York-based millennial career and success coach, believes the the lazy girl job is a direct response to and rejection of the culture of overwork and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20230417-hustle-culture-is-this-the-end-of-rise-and-grind\"\u003Ehustling that dominated labor for decades\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230725-how-the-lazy-girl-job-took-over-work-tiktok-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Everything I’m talking about is considered lazy if you compare it to traditional workplace expectations – Gabrielle Judge","id":"worklife\u002Farticle\u002F20230725-how-the-lazy-girl-job-took-over-work-tiktok-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAnd, she adds, Judge&rsquo;s branding of the term with an attention-catching name is savvy &ndash; primed to start a necessary discourse. Labelling the trend &ldquo;gets attention and starts a conversation, and that&rsquo;s what this is doing. Because what a &lsquo;lazy girl job&rsquo; actually means is showing up for your work doing it to the best of your ability &ndash; because that is literally what you&rsquo;re being paid for &ndash;&nbsp;and then having space to do things that bring you joy&rdquo;, she says.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E&lsquo;A wake-up call&rsquo;\u003C\u002Fstrong\u003E\u003Cstrong\u003E&nbsp;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EJudge agrees the &ldquo;lazy girl job&rdquo; movement can be a learning opportunity, and that the trend isn&rsquo;t about explicitly securing one specific type of job that ticks all boxes.\u003C\u002Fp\u003E\n\u003Cp\u003EInstead, she believes the idea is about taking control of one&rsquo;s working life. &ldquo;We spend a lot of time at our jobs,&rdquo; she says, &ldquo;and lazy girl jobs can show employers what is and isn&rsquo;t working.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EGoldstein agrees. Milennials, she says, have been advocating for greater work-life balance for years, but have had a hard time figuring out how to actually do it in practice. The lazy girl job movement, she believes, &ldquo;could be a wake up call for them &hellip; If millenials and Gen X can understand that Gen Z isn&rsquo;t actually being lazy, but instead acting on the shared desire for more balance, it could be a great thing for them to pay attention to&rdquo;.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EPlus, for many workers, the label itself may not even matter &ndash; what&rsquo;s important is instead simply the realisation that a lazy girl job is essentially a good role packaged under a different name.\u003C\u002Fp\u003E\n\u003Cp\u003EIn late July, recording from a parked car at at Target department store in the middle of her working day, \u003Ca href=\"https:\u002F\u002Fwww.tiktok.com\u002F@bonniedilber\u002Fvideo\u002F7256968529746939178\"\u003Eanother TikToker describes her lazy girl job\u003C\u002Fa\u003E &ndash; but gives a caveat. &ldquo;I am really over the whole lazy girl job thing because it is not lazy to expect a job like this &hellip; There&rsquo;s nothing wrong with expecting to have a job that pays you well, gives you good work-life balance, and doesn&rsquo;t overwork you.&rdquo; &nbsp;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230725-how-the-lazy-girl-job-took-over-work-tiktok-4"}],"collection":null,"disableAdverts":false,"displayDate":"2023-07-26T18:53:43Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"How the 'lazy girl job' took over work TikTok","headlineShort":"The appeal of the 'lazy girl job'","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"A content creator says workers should clock fewer hours, work from home and make comfortable salaries. Thousands of people couldn’t agree more.","summaryShort":"Clock fewer hours, work from home and make good money? Workers say yes","tag":[],"textToSpeech":false,"creationDateTime":"2023-07-25T19:11:39.640891Z","entity":"article","guid":"d64c3bca-2ca1-45be-adad-52fd123931f7","id":"worklife\u002Farticle\u002F20230725-how-the-lazy-girl-job-took-over-work-tiktok","modifiedDateTime":"2023-07-26T13:15:08.989912Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20230725-how-the-lazy-girl-job-took-over-work-tiktok","cacheLastUpdated":1692600645383},"worklife\u002Farticle\u002F20230731-the-great-resignation-is-over-what-does-that-mean":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20230731-the-great-resignation-is-over-what-does-that-mean","_id":"64c9959ba471ef0d62167df8","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"A years-long period of record-high quits rocked the workforce in ways we couldn't have imagined. But the mass exodus is done, say experts.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESince the Covid-19 pandemic took hold in 2020, millions of workers have left their jobs.\u003C\u002Fp\u003E\n\u003Cp\u003EIn the US, 47 million people \u003Ca href=\"https:\u002F\u002Fwww.bls.gov\u002Fnews.release\u002Farchives\u002Fjolts_03092022.htm\"\u003Equit\u003C\u002Fa\u003E in 2021, and 50 million \u003Ca href=\"https:\u002F\u002Fwww.bls.gov\u002Fnews.release\u002Farchives\u002Fjolts_03082023.htm\"\u003Emore\u003C\u002Fa\u003E in 2022, according to data from the US Bureau of Labor Statistics (BLS). The continued exodus was so significant that in May 2021, Anthony Klotz, then-associate professor of management at Texas A&amp;M University, coined the term &lsquo;Great Resignation&rsquo; to put a name to the trend.\u003C\u002Fp\u003E\n\u003Cp\u003EThe Great Resignation was unprecedented &ndash; and particularly striking against a backdrop of incredible global uncertainty. Now, however, economists say it&rsquo;s over.\u003C\u002Fp\u003E\n\u003Cp\u003EMay 2023 numbers from the BLS&rsquo;s Job Openings and Labor Turnover Survey (\u003Ca href=\"https:\u002F\u002Fwww.bls.gov\u002Fjlt\u002F\"\u003EJOLTS\u003C\u002Fa\u003E) suggest quits have slowed, normalising to pre-pandemic figures. &ldquo;Looking at the overall resignation numbers, and seeing they&rsquo;re back to 2019 levels, I think we can say it&rsquo;s over. It's not just a simple start-and-stop, of course, but it does seem that we're at the tail of it,&rdquo; says Klotz, now a professor of management at University College London&rsquo;s School of Management.\u003C\u002Fp\u003E\n\u003Cp\u003EOne explanation for the changing US resignation numbers, he says, is the impact of the current economic instability on the labour market &ndash; something workers quitting throughout the pandemic didn&rsquo;t grapple with.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;Even if you want to quit your job, you look out at the market [now] and think, &lsquo;maybe I shouldn&rsquo;t&rsquo;,&rdquo; he says. &ldquo;The economy has slowed down, there's layoffs in the headlines, warnings in the headlines that \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20230418-ai-anxiety-artificial-intelligence-replace-jobs\"\u003EAI is going to take all of our jobs\u003C\u002Fa\u003E &ndash; it all makes people think twice before they quit a job.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EThe falling resignation statistics make sense says California-based Julia Pollak, chief economist at jobs site ZipRecruiter. Many of the people who made a big, one-time career decision are now settled in a new role that they&rsquo;re holding onto.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EFrom internal summits at ZipRecruiter, and economic data the company has analysed, Pollak says many people shifted from \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220908-the-jobs-employers-just-cant-fill\"\u003Eless desirable industries\u003C\u002Fa\u003E to more sought-after ones &ndash; a phenomenon some have described as a &lsquo;Great Reshuffle&rsquo;. &ldquo;For example, people who might have been cashiers before, were like, &lsquo;wait a second, I can be a call centre representative from my couch, with my dog at my feet and a TV in the background&rsquo;. That led to a lot of movement, but it was a one time jump.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20230731-the-great-resignation-is-over-what-does-that-mean-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20230731-the-great-resignation-is-over-what-does-that-mean-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESome people have also stopped quitting, says Klotz, simply because they have less reason to.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;Work for millions of people has gotten better over the last two years,&rdquo; he says. &ldquo;Many jobs are more flexible than they were two years ago, in many jobs pay is much fairer than it was pre-pandemic, and in many cases, benefits have been improved. Companies have taken \u003Ca href=\"https:\u002F\u002Fwww.wtwco.com\u002Fen-us\u002Finsights\u002F2023\u002F01\u002Finfographic-employers-prioritize-employee-mental-health\"\u003Eemployee wellbeing\u003C\u002Fa\u003E more seriously over the last couple of years, and \u003Ca href=\"https:\u002F\u002Fwww.prnewswire.co.uk\u002Fnews-releases\u002Fworkday-global-diversity-survey-organisations-reveal-that-funding-for-dei-initiatives-is-on-the-rise-but-strategic-execution-falters-due-to-lack-of-data-301679995.html\"\u003Einvested\u003C\u002Fa\u003E much more in making their workplaces more inclusive and diverse.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003ESome of these changes can be chalked up to companies trying to stem attrition, says Pollak. And there&rsquo;s evidence to suggest it&rsquo;s worked. &ldquo;We're hearing a lot of anecdotal evidence from companies that turnover is normalising,&rdquo; she says. &ldquo;They're just having a much easier time holding on to workers.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EIn fact, job satisfaction is now higher than it&rsquo;s been in nearly four decades, according to survey data from the Conference Board, a non-profit think tank that has tracked job satisfaction since 1987. In a late 2022 survey of nearly 2,000 US workers, more than \u003Ca href=\"https:\u002F\u002Fwww.conference-board.org\u002Fresearch\u002Fjob-satisfaction\u002F2022-based-on-November-2021\"\u003E60% reported being content with their jobs\u003C\u002Fa\u003E, and some of the most satisfied are those who quit one job for a better one during the pandemic.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;Broadly speaking, employees are actually happier than ever,&rdquo; says Klotz. &ldquo;The economy can't explain that as much as the reality that, because of the last couple of years, employers have had to get better. Now you have people who are saying, I'm not quitting my job because my job is actually pretty good.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EBut although the big picture shows the Great Resignation may be winding down in general, some industries are still feeling the sting of mass quitting, especially in certain sectors.&nbsp;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;Healthcare, manufacturing, construction &ndash; \u003Ca href=\"https:\u002F\u002Fwww.bls.gov\u002Fnews.release\u002Fjolts.t04.htm\"\u003Eresignation rates\u003C\u002Fa\u003E in those industries are \u003Ca href=\"https:\u002F\u002Fwww.bls.gov\u002Fnews.release\u002Farchives\u002Fjolts_09102019.htm\"\u003Ewell above 2019 levels\u003C\u002Fa\u003E,&rdquo; says Klotz. &ldquo;When you say the Great Resignation is over, there&rsquo;s probably going to be people who are leading healthcare or manufacturing organisations who are still really struggling to find workers or with high turnover.&rdquo; But a worsening economy might start to lower resignation rates in those industries, too: \u003Ca href=\"https:\u002F\u002Fwww.bls.gov\u002Fopub\u002Fmlr\u002F2022\u002Farticle\u002Fempirical-evidence-for-the-great-resignation.htm\"\u003Ehistorically\u003C\u002Fa\u003E, \u003Ca href=\"https:\u002F\u002Fwww.bls.gov\u002Fopub\u002Fmlr\u002F2022\u002Farticle\u002Fthe-great-resignation-in-perspective.htm\"\u003Efewer people quit during economic dips\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EBoth economists say they&rsquo;re willing to call the Great Resignation officially over, but Klotz cautions that people will continue quitting in high numbers, relative to pre-pandemic years. &ldquo;I think it&rsquo;s important to keep in mind that the resignation rate is still at about the level it was in 2019. Pandemic aside, resignations in 2019 were the highest in the 20 years the Bureau of Labor Statistics has been recording it.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EHe adds: &ldquo;I'd say what comes next is just an unsettled labour market.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230731-the-great-resignation-is-over-what-does-that-mean-2"}],"collection":null,"disableAdverts":false,"displayDate":"2023-08-02T17:04:50Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The Great Resignation is 'over'. What does that mean?","headlineShort":"The Great Resignation is 'over'","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":false,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"A years-long period of record-high quits rocked the workforce in ways we couldn't have imagined. But the mass exodus is done, say experts.","summaryShort":"Experts say the end of a very important era is here – what does that mean?","tag":[],"textToSpeech":false,"creationDateTime":"2023-08-01T23:30:18.494596Z","entity":"article","guid":"efbff4f9-a84a-4569-bb27-d4f3301889e2","id":"worklife\u002Farticle\u002F20230731-the-great-resignation-is-over-what-does-that-mean","modifiedDateTime":"2023-08-02T12:46:03.209535Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20230731-the-great-resignation-is-over-what-does-that-mean","cacheLastUpdated":1692600645384},"worklife\u002Farticle\u002F20220825-why-quiet-quitting-is-nothing-new":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20220825-why-quiet-quitting-is-nothing-new","_id":"64a4617da471ef30e37aee97","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"The idea of slowly withdrawing from overworking has gone viral. This ‘quiet quitting’ has actually been happening for decades – but its newfound popularity says a lot about work now.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOn a recent Monday morning, Gemma, 25, finally decided she needed to overhaul her working life. &ldquo;I opened my inbox to a load of negative emails from the company&rsquo;s founder,&rdquo; explains the London-based PR worker. &ldquo;I was then expected to deliver big results on a tight deadline. I&rsquo;d just had enough.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, Gemma, whose full name is being withheld over career concerns, didn&rsquo;t resign. Instead, she chose to remain in her current role; she performs her tasks, but has stopped going the extra mile. &ldquo;I think it&rsquo;s quite clear my spark has gone, and I just get by doing the minimum,&rdquo; she says. &ldquo;I used to be online hours before I started work; now, I don&rsquo;t log on until after 0900. I used to work so late that I didn&rsquo;t have time for myself; now, I close all work apps at 1800 on the dot.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EGemma has &lsquo;quiet quit&rsquo; her job, a move linked to a trend that first went viral on TikTok. The phrase was popularised by \u003Ca href=\"https:\u002F\u002Fwww.tiktok.com\u002F@zaidleppelin\u002Fvideo\u002F7124414185282391342?is_copy_url=1&amp;is_from_webapp=v1\"\u003Euser @zkchillin\u003C\u002Fa\u003E in a July 2022 video that now has 3.5 million views, spawning an online phenomenon. &ldquo;You&rsquo;re not outright quitting your job, but you&rsquo;re quitting the idea of going above and beyond,&rdquo; he explained. &ldquo;You're still performing your duties, but you're no longer subscribing to the hustle-culture mentality that work has to be your life; the reality is it's not, and your worth as a person is not defined by your labour.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003ETo Gemma, quiet quitting has captured the zeitgeist: employees feel overworked and underpaid in the wake of the pandemic and amid \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220801-how-firms-are-wrestling-with-cost-of-living-spikes\"\u003Ethe rising cost of living\u003C\u002Fa\u003E. &ldquo;I think a lot of people are fed up,&rdquo; she says. &ldquo;They&rsquo;re realising they&rsquo;ve put in a lot more effort than their salary shows: no one should be driving themselves to burnout for a wage that causes personal stress or worry.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EQuiet quitting has generated intense media attention, with mass coverage exploring the workplace trend. In many ways, it isn&rsquo;t a new phenomenon: \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220329-the-coasting-workers-whove-checked-out-of-their-jobs\"\u003Ecoasting\u003C\u002Fa\u003E, clocking in-and-out while getting the bare minimum done, has long been a facet of the workplace. For various reasons, discontented workers have always found ways to disengage from their job and still collect the pay cheque.\u003C\u002Fp\u003E\n\u003Cp\u003EBut the buzz surrounding the newly coined concept of quiet quitting seems to have particularly struck a chord now. Why exactly is that &ndash; and what does its popularisation say about our broader cultural attitudes towards work and our careers in the longer term?\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20220825-why-quiet-quitting-is-nothing-new-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220825-why-quiet-quitting-is-nothing-new-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EA decades-long phenomenon\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe term may be new, but the idea behind quiet quitting has long existed, says Anthony Klotz, associate professor at University of College London&rsquo;s School of Management. &ldquo;Although this has come from a younger generation and in new packaging, this trend has been studied under different names for decades: disengagement, neglect, withdrawal.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EWorkers have always looked to just get by in a job for various reasons, he continues. &ldquo;There are many people not in a position to leave their role: they may have non-transferable skills, accrued flexibility and benefits they can&rsquo;t have elsewhere or live in a small community with a dearth of other opportunities.&rdquo; He adds that the economy can also play a role in keeping unhappy workers in their jobs. &ldquo;Slowdowns increase the risk and cost associated with quitting, because of the weaker job market.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EIn these cases, coasting can make sense for workers who feel they can&rsquo;t progress, or no longer prioritise their career. &ldquo;Always going above and beyond the call of duty consumes mental resources and causes stress,&rdquo; says Klotz. &ldquo;And there&rsquo;s little reward for doing so if someone perceives they&rsquo;re stuck at a company. So, quiet quitting doesn&rsquo;t just speak to younger generations &ndash; it&rsquo;s anyone who has ever felt stuck in a job but has little reason to resign.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, unlike coasting, an employee who quiet quits may not necessarily slack every day at work. Instead, Klotz says workers tend to strip back the above-and-beyond aspect of a job to its core nine-to-five. &ldquo;Arriving early to work and staying late, helping a colleague out at the expense of your own tasks, showing as much dedication to your role as possible &ndash; these are extra behaviours that go the extra mile for an organisation, but can take a personal toll.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhy &lsquo;quiet quitting&rsquo; is booming\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EKlotz believes that the idea of quiet quitting is particularly resonating at the moment because of the pandemic, and the increased \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220819-is-workplace-stigma-around-mental-health-struggles-changing\"\u003Econversations around mental health\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EIn many instances, says Klotz, employees are taking action to stave off burnout. &ldquo;Quiet quitting is effectively redrawing boundaries back to the job description so that people aren&rsquo;t thinking about work 24\u002F7. Instead, they&rsquo;re dedicating time and energy to other elements of their lives that are more meaningful, leading to improved wellbeing.&rdquo;&nbsp;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220825-why-quiet-quitting-is-nothing-new-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Although this has come from a younger generation and in new packaging, this trend has been studied under different names for decades: disengagement, neglect, withdrawal – Anthony Klotz","id":"worklife\u002Farticle\u002F20220825-why-quiet-quitting-is-nothing-new-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWorking through the pandemic may also have caused a spike in employee disengagement, fuelling the quiet-quitting phenomenon. Jim Harter, chief scientist for workplace management and wellbeing at analytics firm Gallup, based in Nebraska, US, believes the trend is largely being driven by early-career employees. &ldquo;Younger workers typically tend to report higher levels of engagement, but that's now declining,&rdquo; he explains. &ldquo;Following Covid-19, they may now have a higher bar than older generations when it comes to working for an organisation with purpose.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThere is also the sense of a deepening disconnect between employees and managers, says Harter. He cites June 2022 Gallup figures that show only 21% of 15,001 US workers feel their \u003Ca href=\"https:\u002F\u002Fwww.gallup.com\u002F394424\u002Findicator-employee-wellbeing.aspx\"\u003Eorganisation cares for their overall wellbeing\u003C\u002Fa\u003E &ndash; as opposed to half of employees during the peak of the pandemic. This sentiment may have become even more acute as \u003Ca href=\"https:\u002F\u002Fwww.epi.org\u002Fblog\u002Fthe-value-of-the-federal-minimum-wage-is-at-its-lowest-point-in-66-years\u002F\"\u003Ereal wages tumble\u003C\u002Fa\u003E in the face of soaring inflation. &ldquo;We&rsquo;re seeing a cultural rift that&rsquo;s pulling workers away from their employers,&rdquo; he adds.\u003C\u002Fp\u003E\n\u003Cp\u003EIn Gemma&rsquo;s case, her quiet quitting arose from underlying issues with her employer and feeling her job performance was consistently overlooked. &ldquo;I&rsquo;ve been unhappy for a while,&rdquo; she explains. &ldquo;The work culture at my place is so poor and toxic. Although I was always working harder and longer than my peers, my pay has never reflected that.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003ERather than force her way out from the company and potentially find herself in another job she doesn&rsquo;t enjoy, Gemma is content to pause for the time being. &ldquo;I think it would take a lot for me to make a drastic move,&rdquo; she adds.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe broader implications&nbsp;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhile pulling back at work is not a new concept, Klotz believes the current quiet-quitting phenomenon taps into a wider shift in how employees are approaching their careers following the pandemic. Rather than a rebellion against work in itself, it&rsquo;s a rejection of long workdays, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20211013-how-working-unpaid-hours-became-part-of-the-job\"\u003Eunpaid overtime\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210604-why-presenteeism-always-wins-out-over-productivity\"\u003Ealways-on presenteeism\u003C\u002Fa\u003E in service of an organisation.&nbsp;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EInstead, many employees are seeking to redefine the lines between their working and personal lives to benefit themselves. &ldquo;We&rsquo;re seeing a moment of reprioritisation with quiet quitting: the shrinking of work in people&rsquo;s lives to make room for family, friends and hobbies,&rdquo; says Klotz. &ldquo;People want a career, but they want rich, healthy lives outside of work, too.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EFor Gemma, quiet quitting has meant she&rsquo;s been able to psychologically recover from a high-pressure job, deepen her passions and develop a side gig: after learning to crochet in recent months, she now sells her designs online. She&rsquo;s content to make this her main focus for the foreseeable future. &ldquo;I used to worry that I&rsquo;d get in trouble or that my colleagues would hate me if I didn&rsquo;t go above and beyond,&rdquo; she explains. &ldquo;Now, I&rsquo;m spending time developing side hustles that are much more rewarding than my nine-to-six job. I feel much less stressed and anxious about work.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThe massive reaction to quiet quitting speaks to a broader, pandemic-fuelled trend: employees in many cases are reassessing what work means to them, and how much space it should occupy in their lives. &ldquo;I really believe we need to get past the concept of always being &lsquo;on&rsquo;,&rdquo; says Gemma. &ldquo;There&rsquo;s more to life than achieving a KPI.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220825-why-quiet-quitting-is-nothing-new-4"}],"collection":null,"disableAdverts":false,"displayDate":"2022-08-29T14:38:51Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why ‘quiet quitting’ is nothing new","headlineShort":"Why 'quiet quitting' is nothing new","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"The idea of slowly withdrawing from overworking has gone viral. This ‘quiet quitting’ has actually been happening for decades – but its newfound popularity says a lot about work now.","summaryShort":"The buzzword for coasting in the post-pandemic era","tag":[],"textToSpeech":false,"creationDateTime":"2022-08-28T20:36:25.87756Z","entity":"article","guid":"90cbb88f-df22-4406-bda1-837d73cd9fa6","id":"worklife\u002Farticle\u002F20220825-why-quiet-quitting-is-nothing-new","modifiedDateTime":"2022-08-28T22:28:53.06105Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20220825-why-quiet-quitting-is-nothing-new","cacheLastUpdated":1692600645384},"worklife\u002Farticle\u002F20230811-quiet-quitting-is-the-status-quo-workers-are-still-proud-to-do-the-bare-minimum":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20230811-quiet-quitting-is-the-status-quo-workers-are-still-proud-to-do-the-bare-minimum","_id":"64daa000a471ef2ede54730c","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fkate-morgan"],"bodyIntro":"The term \"quiet quitting\" may have faded from the zeitgeist, but employees still aren't overextending themselves.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhen Hunter Ka&rsquo;imi appeared on the US talk show Dr. Phil in autumn 2022, producers didn&rsquo;t even use his surname. Instead, they just identified him as a &ldquo;quiet quitter&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;I believe quiet quitting is a protest for workers&rsquo; rights,&rdquo; Ka&rsquo;imi told the audience. &ldquo;I don&rsquo;t find that work is the most important thing in my life, nor do I think it should be the most important thing in anyone&rsquo;s life.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EThe show devoted half an episode to the phenomenon, which began in summer 2022, when a TikTok user named \u003Ca href=\"https:\u002F\u002Fwww.tiktok.com\u002F@zaidleppelin\u002Fvideo\u002F7124414185282391342\"\u003EZaid Khan posted a video of himself\u003C\u002Fa\u003E explaining, &ldquo;this term called quiet quitting, where you&rsquo;re not outright quitting your job but you&rsquo;re quitting the idea of going above and beyond&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003EThe \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220825-why-quiet-quitting-is-nothing-new\"\u003Eterm went viral almost instantly\u003C\u002Fa\u003E, dominating headlines and hashtags.\u003C\u002Fp\u003E\n\u003Cp\u003EOn TikTok, #quietquitting has nearly 900 million views as of this writing. \u003Ca href=\"https:\u002F\u002Fwww.tiktok.com\u002F@hunterkaimi\u002Fvideo\u002F7136344315424492842\"\u003EKa&rsquo;imi&rsquo;s video\u003C\u002Fa\u003E, in which he explains, &ldquo;I&rsquo;m not going to put in a sixty-hour work week and pull myself up by my bootstraps for a job that does not care about me as a person&rdquo;, racked up more than 7 million views and 38,000 comments, and has been shared more than 43,000 times.\u003C\u002Fp\u003E\n\u003Cp\u003EKa&rsquo;imi, then a restaurant manager in the US state of Washington, became a figurehead of the movement, which quickly saw quiet quitting become something of a badge of honour. Calling yourself a quiet quitter was suddenly cool, at least trendy. The 23-year-old says that happened because so many people immediately identified with the feeling of being taken advantage of by their employers.\u003C\u002Fp\u003E\n\u003Cp\u003EQuiet quitters, like Ka&rsquo;imi, just put a name to the feeling.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;I think \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220825-why-quiet-quitting-is-nothing-new\"\u003Efor a while\u003C\u002Fa\u003E people were feeling frustrated, but didn't have the words to articulate why, other than, &lsquo;I'm mad at my boss&rsquo;,&rdquo; he says. &ldquo;Then when the conversation shifted to quiet quitting, it was like, this is about work culture and capitalism and exploitation. Then a lot of people were like, &lsquo;Oh, this is actually what I'm mad about.&rsquo;&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EAlthough the trend has faded from daily parlance, both Ka&rsquo;imi and experts alike say the spirit of quiet quitting is still holding strong.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20230811-quiet-quitting-is-the-status-quo-workers-are-still-proud-to-do-the-bare-minimum-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0g693bs"],"imageAlignment":"centre","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20230811-quiet-quitting-is-the-status-quo-workers-are-still-proud-to-do-the-bare-minimum-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003ESkyrocketing popularity\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe popularity of quiet quitting began, says \u003Ca href=\"https:\u002F\u002Fwww.kcl.ac.uk\u002Fpeople\u002Fkatie-bailey\"\u003EKatie Bailey\u003C\u002Fa\u003E, professor of work and employment at Kings College London, &ldquo;as people re-evaluated their experience of work, their relationship with their employer, and their life in general&rdquo; during the pandemic.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;Like a lot of social media trends, it took off because of the commentators: academics, economists, other experts on the labour force and so on were all talking about it, so it became even more of a thing,&rdquo; she says. &ldquo;The term was taken up and used in different ways by different people.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EIt entered the zeitgeist in such a big way, continues Bailey, because of workers' extreme reactions to the concept, framed in a short phrase.\u003C\u002Fp\u003E\n\u003Cp\u003EWhile many &ndash; like the followers who lionised Ka&rsquo;imi &ndash; could relate, some \u003Ca href=\"https:\u002F\u002Fwww.cnbc.com\u002Fvideo\u002F2022\u002F08\u002F19\u002Fquiet-quitting-why-kevin-oleary-says-its-a-bad-idea-for-your-career.html\"\u003Eother people\u003C\u002Fa\u003E vilified quiet quitters. On the Dr. Phil show, a San Diego-based financial planner named Brent Wilsey said it was just laziness. &ldquo;I think it really boiled down to &lsquo;us versus them,&rsquo;&rdquo; says Ka&rsquo;imi. But he clarifies that while it seemed cool and taboo, being a quiet quitter was never actually about rebellion.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;It just means doing your job. It's not an exaggerated protest or rhetoric of, like, you should sabotage your employers or come in late every day or steal from your company,&rdquo; says Ka&rsquo;imi. &ldquo;Quiet quitting is if I&rsquo;m hired to do A, B and C, that&rsquo;s all I&rsquo;m doing. It&rsquo;s a resistance to doing the X, Y and Z that aren&rsquo;t in your job description, and you&rsquo;re not getting paid for.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230811-quiet-quitting-is-the-status-quo-workers-are-still-proud-to-do-the-bare-minimum-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Workers are being more deliberate about reasserting autonomy and control and saying, ‘I'm a human being, and there are other things in my life other than work’ – Katie Bailey","id":"worklife\u002Farticle\u002F20230811-quiet-quitting-is-the-status-quo-workers-are-still-proud-to-do-the-bare-minimum-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBailey posits that a historically tight labour market, which saw companies struggling to fill roles and hang onto employees, helped embolden quiet quitters to go public on social media without fear of being fired.\u003C\u002Fp\u003E\n\u003Cp\u003EKa&rsquo;imi says he wasn&rsquo;t just unafraid of his bosses seeing his videos; he hoped they would, even if that made his quiet quitting less \u003Cem\u003Equiet\u003C\u002Fem\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;I did not care,&rdquo; he says. He adds he was proud to approach his boss for time off to appear on the talk show &ndash; to explicitly talk about how much he disliked his job. While his bosses might not have been thrilled, they didn&rsquo;t argue. By being open, Ka&rsquo;imi hoped, he might be able to bring about some meaningful change, both at his job and writ large.&nbsp;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E'At this point, quiet quitting is the status quo'\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EQuiet quitting was a fad, says Bailey, in the sense that the term faded from relevancy within a few weeks: \u003Ca href=\"https:\u002F\u002Ftrends.google.com\u002Ftrends\u002Fexplore?geo=US&amp;q=quiet%20quitting&amp;hl=en\"\u003EGoogle searches\u003C\u002Fa\u003E for the phrase, which peaked in August 2022, have since dwindled.\u003C\u002Fp\u003E\n\u003Cp\u003EBut while discussion of quiet quitting has petered out, that doesn&rsquo;t mean workers aren&rsquo;t still putting it into practice. &ldquo;The underlying things about the hours we work and how engaged we are with our work &ndash; I think that continues to be there,&rdquo; says Bailey.\u003C\u002Fp\u003E\n\u003Cp\u003EAlthough we may have stopped labelling the attitude as quiet quitting, people are setting more boundaries around their time and energy. &ldquo;Workers are being more deliberate about reasserting autonomy and control and saying, &lsquo;I'm a human being, and there are other things in my life other than work&rsquo;,&rdquo; says Bailey.\u003C\u002Fp\u003E\n\u003Cp\u003EBailey does note some workers may be drawing less attention to the behaviour now, unwilling to endanger their employment and eager to protect their income &ldquo;because of the financial situation many people find themselves in with rising inflation and a worsening economy&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003EBut, obviously or not, Gallup data suggests that a majority of workers are still quiet quitting. According to the State of the Global Workplace: 2023 Report, nearly \u003Ca href=\"https:\u002F\u002Fwww.gallup.com\u002Fworkplace\u002F349484\u002Fstate-of-the-global-workplace.aspx\"\u003Esix in 10 global employees are psychologically disengaged from their organisation\u003C\u002Fa\u003E, even if they&rsquo;re putting in the agreed-upon hours.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;After the movement died down a little bit, I think people realized this is a much healthier way to work,&rdquo; says Ka&rsquo;imi. &ldquo;It&rsquo;s normal to say, &lsquo;I'm just going to do the bare minimum; I'm going to show up for my shift and leave at the end of it.&rsquo; At this point, quiet quitting is the status quo.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230811-quiet-quitting-is-the-status-quo-workers-are-still-proud-to-do-the-bare-minimum-4"}],"collection":null,"disableAdverts":true,"displayDate":"2023-08-15T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"'Quiet quitting is the status quo': Workers are still proud to do the bare minimum","headlineShort":"'Quiet quitting is the status quo'","image":["p0g693g2"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2022-02-27T22:52:24.455144Z","Project":"wwverticals","Slug":"option\u002Fpublish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"64a461aca471ef30b9021812"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20230725-how-the-lazy-girl-job-took-over-work-tiktok","worklife\u002Farticle\u002F20230731-the-great-resignation-is-over-what-does-that-mean","worklife\u002Farticle\u002F20220825-why-quiet-quitting-is-nothing-new"],"relatedTag":null,"summaryLong":"The term \"quiet quitting\" may have faded from the zeitgeist, but employees still aren't overextending themselves.","summaryShort":"You may not hear the term now, but many workers are still doing the bare minimum","tag":["tag\u002Fhow-we-work","tag\u002Ffeatures"],"textToSpeech":false,"creationDateTime":"2023-08-14T21:43:11.561052Z","entity":"article","guid":"3f0d4403-fa05-4175-a77e-4d418ac0b3ad","id":"worklife\u002Farticle\u002F20230811-quiet-quitting-is-the-status-quo-workers-are-still-proud-to-do-the-bare-minimum","modifiedDateTime":"2023-08-15T14:08:10.862475Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20230811-quiet-quitting-is-the-status-quo-workers-are-still-proud-to-do-the-bare-minimum","cacheLastUpdated":1692600645383},"worklife\u002Farticle\u002F20230302-the-rise-of-the-gen-z-side-hustle":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20230302-the-rise-of-the-gen-z-side-hustle","_id":"64a4617ea471ef0d62167ca8","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Falex-christian"],"bodyIntro":"Young workers are increasingly chasing multiple jobs and sources of income as they embark on their careers. And it could change the workplace for good.","businessUnit":"public service","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EShola West, 22, works on the media-partnerships team at advertising firm OMD. She combines her full-time role with a part-time business: providing Gen Z career advice through freelance consultancy work.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EWest, who is based in London, says her employer is aware &ndash; and supportive &ndash; of her side hustle. &ldquo;At my interview, they made it clear I was welcome to have my personal brand on the side. My CEO recently commented on my LinkedIn post saying what I&rsquo;d done was brilliant, even though it had nothing to do with my full-time job,&rdquo; she says. &ldquo;Their openness means it doesn&rsquo;t feel like a 9-to-5: it&rsquo;s a job that works with my passions.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EFlexible work arrangements have also enabled West to pursue other passion projects. During working hours, she creates content for her TikTok account, offering insights into the media industry. &ldquo;Hybrid working has complemented my side hustles,&rdquo; she says. &ldquo;It&rsquo;s when I&rsquo;m at home in between meetings that I can film videos or work on my business.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EWest is one of many young workers who believe a full-time role alone isn&rsquo;t enough for a fulfilling career. Generational shifts, an uncertain economy and a dynamic workplace situation mean the typical career of a young worker today looks very different than years ago, pre-pandemic.\u003C\u002Fp\u003E\n\u003Cp\u003EGen Z is moving into the workforce in significant numbers: Bureau of Labor Statistics (BLS) data shows there were \u003Ca href=\"https:\u002F\u002Fwww.bls.gov\u002Fnews.release\u002Fpdf\u002Fyouth.pdf\"\u003E21 million employees aged 16 to 24 in the US\u003C\u002Fa\u003E by July 2022, with the employment rate rising 54.4% year-on-year. And as they age in, the side hustle will likely grow in popularity and acceptance. Over time, pursuing passion projects and multiple streams of income may well prove to be one of the most significant differentiating factors of the youngest generation in the workforce.&nbsp;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe rise of the hustle\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ESide hustles existed before the pandemic, but they were often borne from a place of necessity rather than passion. In the past several years, they&rsquo;ve come in the form of gig-economy jobs, either in lieu of a full-time role, or as a means of supplementing wages. Even now, side hustles are necessary to supplement income for many people: one September 2022 survey of 4,000 UK workers, from insurance company Royal London, shows \u003Ca href=\"https:\u002F\u002Fwww.royallondon.com\u002Farticles-guides\u002Fcost-of-living\u002Fcost-of-living-report\u002F\"\u003E16% of respondents had taken on an additional role to help pay\u003C\u002Fa\u003E for cost of living increases.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20230302-the-rise-of-the-gen-z-side-hustle-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0f6kyzp"],"imageAlignment":"centre","imageAltText":"shola west","imageOrientation":"square","id":"worklife\u002Farticle\u002F20230302-the-rise-of-the-gen-z-side-hustle-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E&ldquo;The stacking of jobs has always existed, but it&rsquo;s usually been done by workers who&rsquo;ve needed to as a means of economic survival,&rdquo; explains Meredith Meyer Grelli, assistant teaching professor of entrepreneurship at Carnegie Mellon University's Tepper School of Business, based in Pittsburgh, US.\u003C\u002Fp\u003E\n\u003Cp\u003EWhile the layering of jobs will continue to be the reality for sections of the workforce, the changed world of work has meant a new kind of side hustle has emerged for knowledge workers. Adopting flexible working patterns, employees have a greater opportunity to pursue passion projects and make extra money through choice rather than necessity.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;Without full-time office settings, there&rsquo;s less visibility on the worker,&rdquo; says Caroline Frankum, CEO of consulting firm Kantar&rsquo;s Profiles division, based in London. &ldquo;Working hours have also become less fixed and regimented, while commuting times have reduced &ndash; it&rsquo;s enabled more people to do more side hustles.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EThe result is that a second source of income has become desirable even for \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210927-the-overemployed-workers-juggling-remote-jobs\"\u003Eemployees in well-paid full-time roles\u003C\u002Fa\u003E. &ldquo;Following the pandemic, side hustles have appealed to a different level of worker and expertise,&rdquo; says Meyer Grelli. &ldquo;These workers are higher up the job value chain: they can now figure out how to combine roles and side projects in their lives as a way of maximising income against their skills.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EThe rise of online platforms like Shopify and Etsy that allow workers to easily monetise hobbies, and social media accounts customised for personal branding, is a main driver. &ldquo;The model that&rsquo;s been used by workers layering jobs out of necessity has created a pathway for those in higher-earning jobs to adopt themselves,&rdquo; says Meyer Grelli.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe Gen Z twist on the side hustle\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhile more employees are pursuing side hustles, the trend is being led by those just beginning their careers. A February 2023 global survey of 10,000 workers by Kantar shows that \u003Ca href=\"https:\u002F\u002Fwww.kantar.com\u002Fcompany-news\u002F40-of-genz-are-hustling-not-quiet-quitting\"\u003E40% of Gen Z workers are combining at least two roles\u003C\u002Fa\u003E.&nbsp;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230302-the-rise-of-the-gen-z-side-hustle-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0f6fkgf"],"imageAlignment":"left","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20230302-the-rise-of-the-gen-z-side-hustle-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESome of this is still being driven by financial considerations, amid economic uncertainty and the rising cost of living. &ldquo;We have a constant awareness that you need more than a nine-to-five to make money,&rdquo; says West. &ldquo;We&rsquo;re told on social media that we need seven sources of income.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, broader generational shifts also make side hustles more appealing to Gen Z. &ldquo;Career paths are becoming \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220905-why-people-are-industry-hopping\"\u003Eless linear\u003C\u002Fa\u003E,&rdquo; says Caitlin Duffy, director of research at consulting firm Gartner, based in Virginia, US. &ldquo;Young workers are entering a turbulent work environment: they want to set themselves up for long-term employability, remain flexible and be able to move between workplaces, rather than necessarily stay in one job longer term.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003ESide hustles also diversify risk, says Meyer Grelli. &ldquo;Younger workers are aware that roles and industries can become obsolete at a dizzying pace. The careers of their parents&rsquo; generation are no longer necessarily stable options, so they instead often look to their peers, who are innovating new pathways through experimental side hustles, amplified on digital platforms.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EThe versatility that side hustles provide are also key to Gen Z. &ldquo;Among students I work with, there&rsquo;s a perceived inflexibility to a traditional career: one told me they&rsquo;d never give their &lsquo;\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220825-why-quiet-quitting-is-nothing-new\"\u003Ewhole self\u003C\u002Fa\u003E&rsquo; to work,&rdquo; says Meyer Grelli. &ldquo;Instead, they want to construct a pathway that&rsquo;s spread more evenly around their lives. They&rsquo;re entering the workforce at a time where everything is in flux, so they&rsquo;ve grown up with flexibility.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EAs well as opening new sources of income, side hustles also allow young workers to invest in their passions. &ldquo;Work is a source of identity for many,&rdquo; says Meyer Grelli. &ldquo;Passion projects mean those at the beginning of their careers can explore and test interests and ideas beyond the dominant pathway of their career trajectory &ndash; they serve as a way for young people to find value.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EAt its best, a side hustle offers young workers both personal and financial growth. Meyer Grelli says a student of hers is working on a start-up that creates a platform for digital natives to work multiple tech jobs at once, based on their own schedule. &ldquo;It&rsquo;s been inspired by his own experience over the past few years: being able to pick up a number of digital projects that can be done from anywhere, and overlap them in his life at the same time.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230302-the-rise-of-the-gen-z-side-hustle-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0f6dm1m"],"imageAlignment":"left","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20230302-the-rise-of-the-gen-z-side-hustle-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EA future hallmark\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIn the new world of work, there are signs that employers are already becoming more accepting of employee side hustles. &ldquo;Before the pandemic, workers were less open and willing to talk about anything that could potentially divert energy away from their full-time job, even childcare,&rdquo; says Meyer Grelli. &ldquo;But now, businesses are more empathetic and receptive to the deeper needs and wants of their workers &ndash; and that includes passion projects.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003ENot only could side hustles serve as a retention tool for employers, they can also enable employees to accrue experience and deepen skill sets that are invested straight back into their day job. &ldquo;A young worker now will have a long career in which they&rsquo;ll expect to evolve and side hustle,&rdquo; says Meyer Grelli. &ldquo;It falls on employers to figure out how to incorporate that into their own growth, rather than avoid or stifle that.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EIn her full-time role, West has recently been promoted as a \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20230104-inventing-new-job-titles\"\u003EGen Z engagement executive\u003C\u002Fa\u003E &ndash; a point of contact for clients looking to reach Gen Z audiences &ndash; due in part to her personal brand and freelance work. She believes that side hustles will become more commonplace &ndash; and increasingly welcomed by employers.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;We&rsquo;re a multifaceted generation: my boyfriend is an accountant and has a sneaker page on Instagram; a friend works in nursing but does photography,&rdquo; adds West. &ldquo;Employers that embrace this means they&rsquo;ll have young workers able to bring their authentic selves to work every day, while providing more skills and clout to the business.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EWhen done right, a side hustle can be fulfilling, providing workers a variety of experiences, skill sets and sources of income that heighten their career achievements. The caveat is that it could lead to overworking &ndash; but West says her 50-hour workweeks are worth it. &ldquo;I'm passionate about my side hustles so it feels more like fun than 'work'. Plus, I know it will benefit my future, so I'm willing to put the work in.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EAs more of Gen Z enter the workforce, side hustles are likely to become more normalised &ndash; and perhaps will one day be a workplace expectation.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;There has been a fundamental shift in what a career looks like since the pandemic, particularly among younger workers,&rdquo; says Frankum. &ldquo;What motivates and drives young workers is often doing multiple things, being more purposeful in the workplace and continuing to learn &ndash; all of which can be achieved through a side hustle.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230302-the-rise-of-the-gen-z-side-hustle-6"}],"collection":["worklife\u002Fpremium-collection\u002Fwork-in-progress"],"disableAdverts":false,"displayDate":"2023-03-02T17:17:53.443Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The rise of the Gen Z side hustle","headlineShort":"The rise of the Gen Z side hustle","image":["p0f6dlp8"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2022-02-27T22:52:24.455144Z","Project":"wwverticals","Slug":"option\u002Fpublish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"64a461aca471ef30b9021812"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":["p0f6l2ys"],"relatedStories":["worklife\u002Farticle\u002F20230201-can-gen-z-make-friends-in-the-pandemic-era","worklife\u002Farticle\u002F20230104-inventing-new-job-titles","worklife\u002Farticle\u002F20230113-the-workers-laid-off-for-the-first-time"],"relatedTag":null,"summaryLong":"Young workers are increasingly chasing multiple jobs and sources of income as they embark on their careers. And it could change the workplace for good.","summaryShort":"Why the youngest workers are eagerly juggling multiple roles","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2023-03-02T21:00:21.849414Z","entity":"article","guid":"6ff4a4c6-7cf3-4143-8e8d-c48c691b997e","id":"worklife\u002Farticle\u002F20230302-the-rise-of-the-gen-z-side-hustle","modifiedDateTime":"2023-03-03T14:27:27.529771Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20230302-the-rise-of-the-gen-z-side-hustle","cacheLastUpdated":1692600645389},"worklife\u002Farticle\u002F20230321-quittok-why-young-workers-are-live-quitting-on-tiktok":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20230321-quittok-why-young-workers-are-live-quitting-on-tiktok","_id":"64a4617ea471ef0d5f19de58","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fmegan-tatum"],"bodyIntro":"More and more young workers are real-time streaming their resignations. The videos are garnering millions of views.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EEven years into the Great Resignation, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220817-why-workers-just-wont-stop-quitting\"\u003Eworkers continue to leave their jobs in droves\u003C\u002Fa\u003E. While plenty of employees are still sending off official resignation emails to bosses, younger workers are increasingly taking a different tack: live quitting.\u003C\u002Fp\u003E\n\u003Cp\u003EIn July 2021, a clip of UK \u003Ca href=\"https:\u002F\u002Fwww.mirror.co.uk\u002Fnews\u002Fweird-news\u002Fentire-mcdonalds-staff-quit-mid-24455775\"\u003EMcDonald&rsquo;s workers quitting mid-shift\u003C\u002Fa\u003E went viral &shy;&ndash; and now TikTok is awash with users sharing real-time footage of the moment they told their bosses &lsquo;I quit&rsquo;. Sometimes tense, often funny and nearly always compelling, these short video clips are attracting thousands &ndash; sometimes millions &ndash; of views on the social media platform.\u003C\u002Fp\u003E\n\u003Cp\u003EWhat&rsquo;s driving the #quittok trend?\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhat&rsquo;s happening?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThough these #quittok videos take different forms &ndash; filming workers&rsquo; departures on a live Zoom call, or documenting the second they turn in a letter of resignation &ndash; each clip captures the real-time moment when workers quit.\u003C\u002Fp\u003E\n\u003Cp\u003EIn September 2022, Christina Zumbo, 31, a now-former Australian government worker, shared the moment she clicked send on her resignation email, and waited anxiously for a video call from her boss. Zumbo, who had already shared glimpses of work-related mental health struggles with her 140,000 TikTok followers, said she felt others on the platform would relate to the post.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;I really struggled with making this decision to leave, feeling like I was letting my team and manager down, and the thought of being without work without something lined up, into a tumultuous job market at the time,&rdquo; she says. &ldquo;I decided to share this journey online because it simply isn&rsquo;t talked about enough.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EBut even she was surprised by the overwhelming response, with 53,000 likes and nearly 3,000 comments on \u003Ca href=\"https:\u002F\u002Fwww.tiktok.com\u002F@christinainbloom\u002Fvideo\u002F7148372123474595073\"\u003Ethe short clip\u003C\u002Fa\u003E. &ldquo;I had no idea so many people would see, relate and share their own stories &ndash; or their fear of leaving their current workplace, or their strong desire to do what I did,&rdquo; says Brisbane-based Zumbo. &ldquo;It&rsquo;s always surprising in the best way, the sense of community you feel if you open yourself up to showing real, relatable vulnerability online.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20230321-quittok-why-young-workers-are-live-quitting-on-tiktok-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0fb1k9x"],"imageAlignment":"centre","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20230321-quittok-why-young-workers-are-live-quitting-on-tiktok-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EMarisa Jo Mayes, too, had been using TikTok as a &ldquo;fun, creative outlet&rdquo;, sharing content as a way of &ldquo;fighting [her] unhappiness at work&rdquo;, when she decided to live-quit her job with a medical device company.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;I had a nice paycheque, got to travel and worked with some of the biggest names in the industry, but I was completely miserable,&rdquo; says the 29-year-old, based in Arizona, US. &ldquo;I was in the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220520-why-gen-z-workers-are-already-so-burned-out\"\u003Edeepest burnout\u003C\u002Fa\u003E of my life, couldn't think about anything besides work and was struggling with stress-induced health issues.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EMayes&rsquo;s \u003Ca href=\"https:\u002F\u002Fwww.tiktok.com\u002F@itsmarisajo\u002Fvideo\u002F6909176769908198661?is_from_webapp=1&amp;web_id=7182275121344120366\"\u003E30-second clip\u003C\u002Fa\u003E shows her in the tense moments leading up to a call with her boss &ndash; and then her immediate relief. &lsquo;It&rsquo;s like an elephant foot off my chest, but I&rsquo;m also sad,&rsquo; she captioned the video.\u003C\u002Fp\u003E\n\u003Cp\u003ETwo years after it was first shared in late 2020, it&rsquo;s still one of the most viewed #quittok moments, with more than 200,000 likes as of this writing. Sharing the moment on the platform felt natural, says Mayes. &ldquo;It wasn't really a conscious decision to make a video, as it was just something that was part of my routine. I had been sharing a lot of my self-development journey, so it felt like a natural thing to share, since it was such a huge life event.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EResponses, though, were a mix: &ldquo;From &lsquo;OMG congrats you&rsquo;re living my dream&rsquo;, to &lsquo;You&rsquo;re just an entitled millennial who deserves to be unemployed&rsquo;,&rdquo; she says. Despite being shocked by the strong feelings her post provoked, most of the feedback was overwhelmingly positive &ndash; prompting Mayes to continue to share her self-development journey in the years since. &ldquo;The negative comments didn't stop me from continuing to post about my experience post-corporate &ndash; because for every one person angry about it, there are probably 10 inspired by it.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhat&rsquo;s driving this?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe majority of young users on TikTok have grown up as digital natives, sharing every kind of milestone online. To some extent, says California-based therapist and coach Tess Brigham, it&rsquo;s natural they&rsquo;d also share private conversations with employers about their decision to quit.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;It's how this generation has experiences, it's how they've learned to be in the world,&rdquo; she says. &ldquo;If you grow up used to recording and sharing things, why wouldn't you share these larger, more significant moments in time?&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230321-quittok-why-young-workers-are-live-quitting-on-tiktok-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","image":["p0fb1k9x"],"imageAlignment":"centre","imageOrientation":"portrait","pullQuote":"I decided to share this journey online because it simply isn’t talked about enough – Christina Zumbo","id":"worklife\u002Farticle\u002F20230321-quittok-why-young-workers-are-live-quitting-on-tiktok-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBut there&rsquo;s also a more fundamental change in attitudes that underpins the #quittok trend, she believes.\u003C\u002Fp\u003E\n\u003Cp\u003EMillennials and Gen Z watched their parents struggle in corporate jobs during the 2008 economic crash, and some of these young people are mired in student debt with low-paying jobs themselves. They&rsquo;ve also had their early work experiences shaped by Covid-19, with the youngest workers never even having stepped a foot inside an office. These stressors combined, says Brigham, have meant younger workers &ndash; \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20230215-are-gen-z-the-most-stressed-generation-in-the-workplace\"\u003Eparticularly Gen Z\u003C\u002Fa\u003E &ndash; are prioritising mental health, happiness and positive work environments. As a result, they see content that depicts people quitting &lsquo;toxic workplaces&rsquo; and standing up to unfair bosses as deeply aspirational.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThis rings true for Zumbo, who&rsquo;s seen a big shift in \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20230227-what-does-work-life-balance-mean-in-a-changed-work-world\"\u003Ework-life balance\u003C\u002Fa\u003E and priorities since Covid-19. &ldquo;I think it&rsquo;s important to take control of our lives, and be actively on the path we want to be on, instead of walking along one we don&rsquo;t want to be on or don&rsquo;t know any better,&rdquo; she says. &ldquo;Sharing quitting my job online, and reflecting on making big career decisions is important to show that you are in control of your own happiness, you make the decisions for your life and a job is just a job sometimes &ndash; not your whole identity.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhat does this mean?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe long-term implications of live quitting and posting #quittok videos aren&rsquo;t exactly clear, says Brigham. For instance, there&rsquo;s no way to predict how these posts might affect future career opportunities.\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, while we&rsquo;re still finding out, the #quittok trend has the potential to encourage transparency in the corporate world, she believes.&nbsp;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230321-quittok-why-young-workers-are-live-quitting-on-tiktok-4"}],"collection":null,"disableAdverts":false,"displayDate":"2023-03-27T13:10:29Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"#quittok: Why young workers are live-quitting on TikTok","headlineShort":"Why workers are live-quitting on TikTok","image":["p0fb27ft"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2022-02-27T22:52:24.455144Z","Project":"wwverticals","Slug":"option\u002Fpublish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"64a461aca471ef30b9021812"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":["p0fb1jnl"],"relatedStories":["worklife\u002Farticle\u002F20221028-the-young-workers-flocking-to-career-influencers","worklife\u002Farticle\u002F20230215-are-gen-z-the-most-stressed-generation-in-the-workplace","worklife\u002Farticle\u002F20230111-the-companies-that-churn-through-young-workers"],"relatedTag":null,"summaryLong":"More and more young workers are real-time streaming their resignations. The videos are garnering millions of views.","summaryShort":"#quittok: The young employees streaming their resignations","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2023-03-26T19:48:12.677148Z","entity":"article","guid":"310b9205-b0b3-43a7-9e0c-d189918c078a","id":"worklife\u002Farticle\u002F20230321-quittok-why-young-workers-are-live-quitting-on-tiktok","modifiedDateTime":"2023-03-26T19:48:12.677148Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20230321-quittok-why-young-workers-are-live-quitting-on-tiktok","cacheLastUpdated":1692600645388},"worklife\u002Farticle\u002F20230417-hustle-culture-is-this-the-end-of-rise-and-grind":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20230417-hustle-culture-is-this-the-end-of-rise-and-grind","_id":"64a4617ea471ef2eea1c3100","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fmegan-carnegie"],"bodyIntro":"The #grindset mentality has long endured – but some people are finding hustle culture is losing its lustre.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWaking at 0400, necking a Bulletproof coffee and a green juice, hooking into a multi-screen desk set-up for back-to-back calls and strategy sessions: you&rsquo;re hustling to build a mission-driven empire, and harness the #grindset. Who needs sleep when you&rsquo;re going to make trillions of dollars?\u003C\u002Fp\u003E\n\u003Cp\u003EThe hustle-culture narrative promotes the idea that there's always more to strive for: more money to make, a bigger title or promotion to secure and a higher ceiling to smash. Although not all entrepreneurs embrace these tropes, some experts say some people have still felt the pressure from the decades-long trickle-down effect of total immersion in work, often to the detriment of other facets of their lives. They point out this mindset stems largely from tech start-ups in Silicon Valley, and is perpetuated on social media.\u003C\u002Fp\u003E\n\u003Cp\u003EBut they also stress that overworking on purpose &ndash; and boasting about doing so &ndash; can have negative effects on workers&rsquo; mental and physical health, and subsequently may be losing its lustre, especially among some employees from marginalised groups and backgrounds.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EIn the pandemic era, many people are re-prioritising what they want out of work and life: they are quitting toxic workplaces, leaning out, strengthening boundaries and carving more time for personal lives and hobbies. Plus, experts say economic uncertainty and greater awareness of inequality can make both the ideas and language of the rise-and-grind mentality feel outdated and out of touch.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe rise of the rise-and-grind\u003C\u002Fstrong\u003E\u003Cstrong\u003E&nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EExperts say the entrepreneurial boom in the 1990s and early 2000s laid the foundation for the hustle-culture narrative. They note the rise of venture-capital financing helped build technology titans in Silicon Valley: companies including Google and Facebook, which rocketed to dominance. These high-profile successes &ndash; famous for their \u003Ca href=\"https:\u002F\u002Fknowledge.wharton.upenn.edu\u002Fpodcast\u002Fknowledge-at-wharton-podcast\u002Fsilicon-valley-work-culture\u002F\"\u003Eintense, all-consuming\u003C\u002Fa\u003E \u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2016\u002F06\u002Fmanaging-the-high-intensity-workplace\"\u003Ework cultures\u003C\u002Fa\u003E &ndash; cemented Northern California as a global hub for innovation and entrepreneurship.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;Silicon Valley had an image of being a paradigm of the economy, at the cutting edge of technology,&rdquo; says Nick Srnicek, a lecturer in digital economy at King&rsquo;s College London, and co-author of the upcoming book After Work. &ldquo;That leading position means that whatever happens in Silicon Valley gets expressed and spread elsewhere.&rdquo;&nbsp;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20230417-hustle-culture-is-this-the-end-of-rise-and-grind-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0fh5fv0"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20230417-hustle-culture-is-this-the-end-of-rise-and-grind-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe culture of 24\u002F7 work and hustling to win funding became an aspirational business model for many. &ldquo;It all legitimised the idea that to be successful and get anything meaningful done, you have to be doing long hours,&rdquo; says Srnicek. The \u003Ca href=\"https:\u002F\u002Fgaryvaynerchuk.com\u002Fthis-is-the-straightest-road-to-success\u002F\"\u003Esecret to success\u003C\u002Fa\u003E, according to some founders? Work hard, and when you think you&rsquo;ve worked your hardest, push harder.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;Hustle culture ideology says that people are overworking not because they&rsquo;re economically driven to, but simply because this is the way go-getters get what they want,&rdquo; adds Srnicek.\u003C\u002Fp\u003E\n\u003Cp\u003EHeejung Chung, professor of sociology and social policy at the University of Kent, UK, who researches the labour market and welfare states, agrees. &ldquo;People adhered to the idea that you must devote yourself only to work and sacrifice everything outside of it.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EOver time, too, they say the narrative grew: &ldquo;With the rise of LinkedIn, Twitter, Instagram and TikTok, hustle culture narratives exploded,&rdquo; says Dannielle Haig, principal psychologist at DH Consulting, a London-based boutique consultancy specialising in leadership development and wellbeing at work. &ldquo;It was then able to feed off people&rsquo;s insecurities about what they don&rsquo;t have and what they&rsquo;re not doing.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ETime&rsquo;s up for glorification of the hustle?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EPandemic lockdowns provided many workers the time and space to \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20230227-what-does-work-life-balance-mean-in-a-changed-work-world\"\u003Ere-evaluate work-life balance.\u003C\u002Fa\u003E And because that time was coupled with the stress of financial uncertainty, experts say some people came to find hustle culture more exhausting than empowering.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230417-hustle-culture-is-this-the-end-of-rise-and-grind-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Hustle culture ideology says that people are overworking not because they’re economically driven to, but simply because this is the way go-getters get what they want – Nick Srnicek","id":"worklife\u002Farticle\u002F20230417-hustle-culture-is-this-the-end-of-rise-and-grind-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E&ldquo;Since Covid-19, people have started to reject hustle culture and pull back &ndash; they&rsquo;re no longer willing to do the work that doesn&rsquo;t matter, and they&rsquo;re setting boundaries between themselves and toxic narratives,&rdquo; says Brooks E Scott, a California-based executive coach and interpersonal communications expert. &ldquo;They see that hustle culture is no longer working as the key to becoming successful.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EIn 2022, a pulse survey of 2,000 US workers by insurance company Prudential showed 70% of US workers had prioritised, or were considering, \u003Ca href=\"https:\u002F\u002Fnews.prudential.com\u002Fpress_file.cfm?content_id=125248\"\u003Eprioritising their personal lives over their jobs and careers\u003C\u002Fa\u003E; 20% said they were willing to take pay cuts if it meant they could have a better work-life balance.\u003C\u002Fp\u003E\n\u003Cp\u003E\"One way of thinking about work is that it gives workers two rewards: the familiar one, pay; and a less familiar one, meaning and community,\" says Daniel Markovits, Professor of Law at Yale Law School, and author of The Meritocracy Trap. \"A person who works exclusively for pay treats themselves as an asset rather than a person, and devotes much of their adult life to extracting income from this asset &ndash; that&rsquo;s an alienating way to live, which can make a person wealthy but not well.\"&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EAfter the pandemic, more people are seeking work-life balance, in part, as a response to these thoughts, he says. \"The responses go deeper than the name &lsquo;work-life balance&rsquo; recognises. They aren&rsquo;t just trying to devote more time and attention to things outside of work &ndash; they&rsquo;re also prioritising meaning and community over pay within work.\"\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230417-hustle-culture-is-this-the-end-of-rise-and-grind-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0fh5g3d"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20230417-hustle-culture-is-this-the-end-of-rise-and-grind-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESome data also shows employees are leaning out instead of going all in. After several years of trending upwards, employee engagement in the US saw its first annual decline in a decade &ndash; \u003Ca href=\"https:\u002F\u002Fwww.gallup.com\u002Fworkplace\u002F468233\u002Femployee-engagement-needs-rebound-2023.aspx\"\u003Edropping from 36% engaged employees in 2020 to 34% in 2021\u003C\u002Fa\u003E, according to Gallup&rsquo;s research of approximately 15,000 U.S. full- and part-time employees. This pattern continued into 2022, as 32% of full- and part-time employees working for organisations are now engaged, while 18% are actively disengaged.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EPlus, whereas hustle culture slogans like &lsquo;\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20190719-rise-and-grind\"\u003Erise and grind\u003C\u002Fa\u003E&rsquo; once dominated workplace culture, new buzzwords including \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220825-why-quiet-quitting-is-nothing-new\"\u003E'quiet quitting&rsquo;\u003C\u002Fa\u003E, &lsquo;soft life&rsquo; and &lsquo;Bare Minimum Mondays&rsquo; have emerged on social media.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;All these trends suggest employees are pushing back on hustle culture, stopping doing a bunch of work that doesn&rsquo;t matter and instead prioritising their mental health in the workplace,&rdquo; says Scott, who believes hustle culture will continue to erode in popularity. &ldquo;I don&rsquo;t think we&rsquo;ll go back [to how things were before],&rdquo; he says. &ldquo;There&rsquo;s a growing realisation that to get ahead, you also need some creative space to rest, iterate and ideate &ndash; and you can&rsquo;t do any of those things if you&rsquo;re always busy.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA meritocracy?\u003C\u002Fstrong\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003ESome experts further contend that some \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002Ffull\u002F10.1177\u002F10564926221103480\"\u003Eexposure of widespread inequality\u003C\u002Fa\u003E during the pandemic challenged the idea of hustle culture as a meritocracy &ndash; the idea that anyone, from any background, who grinds can succeed at scale with the resources they already have.\u003C\u002Fp\u003E\n\u003Cp\u003EFor instance, lower-income and minority communities have \u003Ca href=\"https:\u002F\u002Fjsri.msu.edu\u002Fpublications\u002Fnexo\u002Fvol\u002Fno-2-spring-2021\u002Fthe-covid-19-pandemics-socio-economic-impact-on-minority-racial-ethnic-groups\"\u003Efaced high-profile economic barriers throughout the past several years\u003C\u002Fa\u003E, and \u003Ca href=\"https:\u002F\u002Fwww.cdc.gov\u002Fwomen\u002Fcaregivers-covid-19\u002Findex.html\"\u003Ecaregivers, too, have struggled throughout the pandemic\u003C\u002Fa\u003E, putting additional strain on \u003Ca href=\"https:\u002F\u002Fwww.forbes.com\u002Fsites\u002Fgeristengel\u002F2020\u002F08\u002F26\u002Fthe-childcare-crisis-limits-women-entrepreneurs-potential\u002F?sh=3cb92f167e8e\"\u003Ethe difficulties of entrepreneurship\u003C\u002Fa\u003E. &ldquo;Occupations and jobs requiring long hours systematically push out women and mothers,&rdquo; says Chung.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230417-hustle-culture-is-this-the-end-of-rise-and-grind-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"There’s a growing realisation that to get ahead, you also need some creative space to rest, iterate and ideate – and you can’t do any of those things if you’re always busy – Brooks E Scott","id":"worklife\u002Farticle\u002F20230417-hustle-culture-is-this-the-end-of-rise-and-grind-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAdditionally, for start-ups raising money, some data indicates it&rsquo;s much easier for white men to secure funding: one 2019 report showed women-led start-ups as well as those led by minority founders, such as Latinos and BAME individuals, \u003Ca href=\"https:\u002F\u002Fnews.crunchbase.com\u002Fventure\u002Funtapped-opportunity-minority-founders-still-being-overlooked\u002F\"\u003Ereceive far less funding\u003C\u002Fa\u003E. Data from non-profit entrepreneurial research organisation DigitalUndivided shows Latina and black women founders in particular received just \u003Ca href=\"https:\u002F\u002Fwww.digitalundivided.com\u002Freports\u002Fstill-building-project-diane-2021-update\"\u003E0.43% of all venture capital investment\u003C\u002Fa\u003E in 2020. And in the past few years, \u003Ca href=\"https:\u002F\u002Fwww.cnbc.com\u002F2023\u002F02\u002F02\u002Fventure-capital-black-founders-plummeted.html\"\u003Efunding has dropped even more for some minority founders\u003C\u002Fa\u003E, including black entrepreneurs.\u003C\u002Fp\u003E\n\u003Cp\u003EOverall, says Markovits, \"There&rsquo;s greater recognition that individual effort can&rsquo;t overcome these inequalities.&rdquo; The pandemic, he explains, was a \"pretty devastating empirical rejection of the idea that individual effort, enterprise and hard work explain who gets ahead, that everyone has a fair shot at success&rdquo;.\u003Cstrong\u003E&nbsp;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EAn evolution &ndash; not evaporation &ndash; of hustle culture\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EHustle culture hasn&rsquo;t entirely faded, of course. There are still examples of people who subscribe to and promote the rise-and-grind approach &ndash; including ones with large platforms.\u003C\u002Fp\u003E\n\u003Cp\u003EIn March, Hardik Pandya, senior vice president of design at one of India&rsquo;s largest educational-tech companies, Unacademy, posted a Tweet declaring that &ldquo;those who say you shouldn't work weekends and all, have probably never tasted what amazing work is&rdquo;. The post sparked \u003Ca href=\"https:\u002F\u002Fwww.hindustantimes.com\u002Ftrending\u002Fmans-post-on-hustle-culture-sparks-debate-on-twitter-what-do-you-think-about-it-101678279107662.html\"\u003Emajor debate\u003C\u002Fa\u003E, and has had \u003Ca href=\"https:\u002F\u002Ftwitter.com\u002Fhvpandya\u002Fstatus\u002F1632629420589715456\"\u003E1.2 million views as of this writing\u003C\u002Fa\u003E.&nbsp; &nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EYet overall, experts say constant work and the pursuit of one-size-fits all professional milestones have become less culturally aspirational for some people.\u003C\u002Fp\u003E\n\u003Cp\u003EChung believes home-working played a pivotal role in diluting the trend, as employees had \u003Ca href=\"https:\u002F\u002Fwww.ons.gov.uk\u002Femploymentandlabourmarket\u002Fpeopleinwork\u002Femploymentandemployeetypes\u002Farticles\u002Fbusinessandindividualattitudestowardsthefutureofhomeworkinguk\u002Fapriltomay2021\"\u003Egreater control over their hours and routines\u003C\u002Fa\u003E. &ldquo;Workers identified that shorter hours or taking that one-hour lunch break walk helps them get things done,&rdquo; she says. &ldquo;They acknowledged that, yes, they wanted a promotion, but also wanted to spend time with their families.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003ELong hours and hard-core working might have once been the ultimate status symbol for many, but following a tough few years &ndash; and more economic hardships and possible layoffs to come &ndash; some people appear to be prioritizing health and family over the hustle.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230417-hustle-culture-is-this-the-end-of-rise-and-grind-8"}],"collection":null,"disableAdverts":false,"displayDate":"2023-04-20T14:48:58Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Hustle culture: Is this the end of rise-and-grind?","headlineShort":"The fading glamour of hustle culture","image":["p0fh5fyf"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2022-02-27T22:52:24.455144Z","Project":"wwverticals","Slug":"option\u002Fpublish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"64a461aca471ef30b9021812"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20220825-why-quiet-quitting-is-nothing-new","worklife\u002Farticle\u002F20230302-the-rise-of-the-gen-z-side-hustle","worklife\u002Farticle\u002F20230321-quittok-why-young-workers-are-live-quitting-on-tiktok"],"relatedTag":null,"summaryLong":"The #grindset mentality has long endured – but some people are finding hustle culture is losing its lustre.","summaryShort":"For some workers, the rise-and-grind narrative feels outdated and out of touch","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2023-04-19T20:10:47.578973Z","entity":"article","guid":"7a572356-9c99-4a16-9817-b58d575ecd84","id":"worklife\u002Farticle\u002F20230417-hustle-culture-is-this-the-end-of-rise-and-grind","modifiedDateTime":"2023-04-19T20:18:43.876858Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20230417-hustle-culture-is-this-the-end-of-rise-and-grind","cacheLastUpdated":1692600645384},"worklife\u002Farticle\u002F20220613-gen-z-the-workers-who-want-it-all":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20220613-gen-z-the-workers-who-want-it-all","_id":"64a4617ca471ef2ea255043a","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Work-life balance, fair pay and value alignment: today’s youngest workers want it all – and are willing to walk away if they don’t get it.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EClarissa Holleman had always felt like teaching was her calling. But just more than a year into her first job caring for children with special needs, the 24-year-old from Hinesville, Georgia, US, was burnt out from what she calls the &ldquo;high stakes&rdquo; and &ldquo;compassion fatigue&rdquo;. She had &ldquo;no life&rdquo; of her own outside work, and was struggling to see a future within the education field.\u003C\u002Fp\u003E\n\u003Cp\u003EWhen Holleman started teaching in July 2020, all her classes were remote due to the pandemic. She felt both powerless and ill-supported to help the children she was caring for. &ldquo;That kind of work environment is just crazy; you have no energy left at the end of the day,&rdquo; says Holleman. On top of the anxiety and exhaustion she was experiencing, there were financial issues: she wasn&rsquo;t being paid during school holidays. Holleman increasingly felt that the toll the job was taking on her life was no longer worth the sense of purpose it offered.\u003C\u002Fp\u003E\n\u003Cp\u003ESo, in January 2022, after spending months \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220412-what-upskilling-means-for-the-future-of-work\"\u003Eupskilling\u003C\u002Fa\u003E via free LinkedIn courses, Holleman quit what had been her &ldquo;dream career&rdquo;. She&rsquo;s now a tech recruiter at a millennial-run company, and although she doesn&rsquo;t identify with her work as much anymore, she prefers it that way. Holleman has unlimited (and culturally permitted) paid time off, great work-life balance that allows for established hobbies and a better salary. &ldquo;I definitely see myself staying there really long term,&rdquo; she says.\u003C\u002Fp\u003E\n\u003Cp\u003EFor decades, the cultural mandate in many Western countries has been hustle hard for your employer, and you&rsquo;ll be rewarded. If the striving is for a job you love, the pay will be satisfaction. And if the job involves climbing the rungs of a corporate ladder, the pay will be, well, big bucks. Though different in motivation, both paths share the same narrative. As a result, work has become an obsession, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210409-why-we-define-ourselves-by-our-jobs\"\u003Ean identity even\u003C\u002Fa\u003E; something workers traditionally felt lucky to have.\u003C\u002Fp\u003E\n\u003Cp\u003EBut increasingly, Generation Z workers like Holleman &ndash; those born between 1997 and 2012 &ndash; are insisting we write a new script for work. Having observed older workers experience \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20190610-how-to-tell-if-youve-got-pre-burnout\"\u003Eburnout\u003C\u002Fa\u003E, time poverty and economic insecurity at the grindstone, they&rsquo;re demanding more from workplaces: bigger pay cheques, more time off, the flexibility to work remotely and greater social and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220225-how-climate-change-is-re-shaping-the-way-gen-z-works\"\u003Eenvironmental responsibility\u003C\u002Fa\u003E. Many of \u003Ca href=\"https:\u002F\u002Fwww.google.com\u002Furl?q=https:\u002F\u002Fwww.gallup.com\u002Fworkplace\u002F336275\u002Fthings-gen-millennials-expect-workplace.aspx&amp;sa=D&amp;source=docs&amp;ust=1653765992322414&amp;usg=AOvVaw3VWlrNhfj8ZGYawO185Rw9\"\u003Ethese values were \u003C\u002Fa\u003E\u003Ca href=\"https:\u002F\u002Fwww.gallup.com\u002Fworkplace\u002F336275\u002Fthings-gen-millennials-expect-workplace.aspx\"\u003Em\u003C\u002Fa\u003E\u003Ca href=\"https:\u002F\u002Fwww.google.com\u002Furl?q=https:\u002F\u002Fwww.gallup.com\u002Fworkplace\u002F336275\u002Fthings-gen-millennials-expect-workplace.aspx&amp;sa=D&amp;source=docs&amp;ust=1653765992322414&amp;usg=AOvVaw3VWlrNhfj8ZGYawO185Rw9\"\u003Eillennial preferences\u003C\u002Fa\u003E, but for Gen Zers, they&rsquo;ve become expectations &ndash; and they&rsquo;re willing to walk away from employers if their needs aren&rsquo;t met.\u003C\u002Fp\u003E\n\u003Cp\u003EAs a result of their war on work, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220218-are-younger-generations-truly-weaker-than-older-ones\"\u003EGen Zers have been dubbed entitled or anti-capitalist\u003C\u002Fa\u003E\u003Cspan\u003E.\u003C\u002Fspan\u003E Yet they&rsquo;re not; Gen Zers want it all &ndash; and are willing to work hard for the right employer. But if the juice isn&rsquo;t worth the squeeze, they&rsquo;ll leave and find other ways to make ends meet. Many have argued they&rsquo;re simply a generation responding to the social movements of their time, and using lessons hard won by older workers to inform their career choices. And some even think the youngest in the labour force have potential to bring meaningful change to the workplace along the way.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20220613-gen-z-the-workers-who-want-it-all-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220613-gen-z-the-workers-who-want-it-all-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003E&lsquo;Not for me&rsquo;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhile there are, of course, Gen Zers aspiring to all sorts of lives, the \u003Ca href=\"https:\u002F\u002Fpress.careerbuilder.com\u002F2022-05-11-CareerBuilder-Data-Reveals-the-Majority-of-Americans-are-Seeking-New-Work-Right-Now\"\u003Etop priority for this cohort of workers as a whole is higher pay\u003C\u002Fa\u003E, according to a 2022 survey by US job site CareerBuilder. That goes for Gen Zers who haven&rsquo;t yet entered the workforce, too: 77% of college seniors in a 2020 \u003Ca href=\"https:\u002F\u002Fresources.ripplematch.com\u002Fhubfs\u002FThe%20Gen%20Z%20Job%20Seeker%20-%202020%20Report.pdf\"\u003Ejob-seeker survey\u003C\u002Fa\u003E by recruitment platform RippleMatch said compensation would be the number one factor when evaluating offers.\u003C\u002Fp\u003E\n\u003Cp\u003EThis represents a significant shift in values compared to millennials. According to a 2011 global survey by professional services network PwC, \u003Ca href=\"https:\u002F\u002Fwww.pwc.com\u002Fco\u002Fes\u002Fpublicaciones\u002Fassets\u002Fmillennials-at-work.pdf\"\u003Emillennials entering the workplace valued career progression and personal development\u003C\u002Fa\u003E over financial reward. They were more attracted to employers who could help them climb their ladder of choice than those with the deepest pockets.\u003C\u002Fp\u003E\n\u003Cp\u003EStill, it makes sense that wages are in sharper focus now, says CareerBuilder CEO Susan Arthur. Gen Z is entering a workforce and economic landscape that is very different to before, she says. While young workers across generations tend to struggle financially early on in their careers, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220520-why-gen-z-workers-are-already-so-burned-out\"\u003EGen Z faces particularly acute stressors\u003C\u002Fa\u003E, especially as \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220420-the-sky-high-cost-of-returning-to-the-office\"\u003Erising inflation\u003C\u002Fa\u003E \u003Ca href=\"https:\u002F\u002Fwww.barrons.com\u002Farticles\u002Finflation-is-outpacing-wage-growth-but-theres-still-hope-for-workers-51652390878\"\u003Eoutpaces salary growth\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EThe pandemic has intensified economic precarity for all workers. \u003Cspan\u003E\u003C\u002Fspan\u003E\u003Ca href=\"https:\u002F\u002Fwww.pewresearch.org\u002Fpolitics\u002F2020\u002F03\u002F26\u002Fworries-about-coronavirus-surge-as-most-americans-expect-a-recession-or-worse\u002F\"\u003EHalf of American Gen Zers\u003C\u002Fa\u003E who are old enough to work witnessed someone in their household lose a job or take a pay cut due to the Covid-19 outbreak, according to the Pew Research Center. They&rsquo;ve also watched older generations go through multiple recessions and end up with huge amounts of debt, says Elizabeth Michelle, a London-based psychologist and workplace engagement consultant. &ldquo;So, Gen Z are looking at all of that and thinking, &lsquo;Not for me; I&rsquo;m not going to do that&rsquo;.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EBut as much emphasis as there is on pay, Gen Zers are also looking to grow their careers at certain kinds of organisations. Mia Jones, a 23-year-old proposal writer from California, dreams of a workplace that&rsquo;s &ldquo;modern, transparent and entrepreneurial&rdquo;. She values work-life balance, mental health benefits, the flexibility to work when and where she wants and companies that invest in developing workers in a diverse and inclusive environment.\u003C\u002Fp\u003E\n\u003Cp\u003EJones isn&rsquo;t alone in her desire for a more humanistic type of labour. According to \u003Ca href=\"https:\u002F\u002Fwww.talentlms.com\u002Fresearch\u002Fgen-z-workplace-statistics#what-matters-to-Gen-Z\"\u003E2022 research\u003C\u002Fa\u003E by workplace training company TalentLMs, 82% of Gen Zers surveyed want mental health days, 77% consider it important that their company supports diversity, equity and inclusion efforts, and 74% would opt for either hybrid or totally remote work. After an unsatisfactory salary, burnout and lack of work-life balance was the number one reason they&rsquo;d quit. Where work used to be about what employees could offer companies, says Michelle, &ldquo;now it&rsquo;s all about what Gen Zers are expecting from work&rdquo;.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220613-gen-z-the-workers-who-want-it-all-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"There is nothing wrong with just focusing on existing and enjoying life. You do not have to define yourself by your job – Mia Jones, 23","id":"worklife\u002Farticle\u002F20220613-gen-z-the-workers-who-want-it-all-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EMillennials also yearned for flexibility and balance, but they were more \u003Ca href=\"https:\u002F\u002Fwww.pwc.com\u002Fco\u002Fes\u002Fpublicaciones\u002Fassets\u002Fmillennials-at-work.pdf\"\u003Ewilling to sacrifice corporate social responsibility\u003C\u002Fa\u003E \u003Ca href=\"https:\u002F\u002Fwww.pwc.com\u002Fco\u002Fes\u002Fpublicaciones\u002Fassets\u002Fmillennials-at-work.pdf\"\u003Efor companies they admired as consumers\u003C\u002Fa\u003E; the ones that aligned with their passions and were perceived as prestigious places to work. In 2008, 86% said they&rsquo;d consider leaving an employer whose values no longer met their expectations, but by 2011, that figure had plummeted to just 56%.\u003C\u002Fp\u003E\n\u003Cp\u003EJones, on the other hand, rejects the idea that an employer &ndash; reputable or otherwise &ndash; should dictate her identity. While she appreciates the skills she&rsquo;s learned at work, she finds meaning and purpose outside employment, through art, making music and going to yoga. &ldquo;There is nothing wrong with just focusing on existing and enjoying life,&rdquo; she says. &ldquo;You do not have to define yourself by your job.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E&lsquo;I&rsquo;m a huge advocate for taking the leap&rsquo;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWith both salary and work-life balance front and centre, Gen Zers also come with another stand-out characteristic: they are the cohort most likely to quit if they&rsquo;re unsatisfied at work. One \u003Ca href=\"https:\u002F\u002Fwww.bankrate.com\u002Fpersonal-finance\u002Fjob-seekers-survey-august-2021\u002F\"\u003E2021 study\u003C\u002Fa\u003E by consumer financial services company Bankrate found that 77% of the Gen Zers surveyed were on the hunt for a new job. Of millennials at the same stage in their careers, \u003Ca href=\"https:\u002F\u002Fwww.pwc.com\u002Fco\u002Fes\u002Fpublicaciones\u002Fassets\u002Fmillennials-at-work.pdf\"\u003Eonly 38% of those surveyed in 2011\u003C\u002Fa\u003E said they were on the lookout for opportunities. And Gen Zers already \u003Ca href=\"https:\u002F\u002Fwww.careerbuilder.com\u002Fadvice\u002Fhow-long-should-you-stay-in-a-job\"\u003Espend less time in a role than millennials\u003C\u002Fa\u003E, according to CareerBuilder.\u003C\u002Fp\u003E\n\u003Cp\u003EQuitting or changing careers might seem likely to nudge higher salaries further out of reach, but research finds that&rsquo;s not the case. In comparison to those who stay put, the UK&rsquo;s Office for National Statistics found higher wages were \u003Ca href=\"https:\u002F\u002Fwww.ons.gov.uk\u002Feconomy\u002Fnationalaccounts\u002Fuksectoraccounts\u002Fcompendium\u002Feconomicreview\u002Fapril2019\u002Fanalysisofjobchangersandstayers\"\u003Ea key perk of job hopping\u003C\u002Fa\u003E\u003Cspan\u003E for all workers\u003C\u002Fspan\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003ESince switching from education to tech, Holleman's making more now than she did as a teacher. It&rsquo;s not that she expected a bigger teaching salary right out of college, but in the district where she worked, Holleman would have had to wait three years for any sort of pay rise. And within her first six months as a tech recruiter her salary has already jumped by USD$10,000 (&pound;8,000). &ldquo;I&rsquo;m a huge advocate for taking the leap if your mental health is suffering,&rdquo; she says. &ldquo;I mean, I could always go back to teaching.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EHow a workplace operates also factors into whether younger workers stay or go. Gen Zers and millennials hold many of the same workplace values, says Michelle, but Gen Z seems to have more willingness to act on them &ndash; something she suspects is born of the knowledge that there are endless other ways to earn a living now, thanks to the internet. &ldquo;It takes a lot less for them to leave than it did for previous generations,&rdquo; she explains. Gen Zers want to see companies follow through on their mission statements, particularly in regard to social and environmental values, and if they aren&rsquo;t &ldquo;practising what they&rsquo;re preaching, Gen Z will hold them accountable&rdquo;.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220613-gen-z-the-workers-who-want-it-all-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220613-gen-z-the-workers-who-want-it-all-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBeth Kennedy has witnessed this phenomenon in her workplace first-hand. Gen Zers are assertive when it comes to establishing work-life boundaries and upholding ethical standards, says the 32-year-old, who runs a marketing agency in New York City, and employs younger workers. They&rsquo;re &ldquo;thoughtful, compassionate and hardworking&rdquo;, she explains, and they&rsquo;ll call out policies and behaviours they disagree with. While millennials &ldquo;were taught, and believed, that you needed to be always available for work, Gen Zers don't subscribe to that&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003EGiven the context of their lives, Gen Z attitudes make sense, says Kathleen Gerson, a professor of sociology, arts and science at New York University. Born into a digitally connected world, they are acutely aware of the social justice and environmental movements as well as the new-found ways of working, that are shaking up the status quo. They&rsquo;re also, adds Gerson, entering a job market that &ndash; despite endless new tech-enabled career opportunities &ndash; been growing less stable and more amorphous since the 1950s.\u003C\u002Fp\u003E\n\u003Cp\u003ETrust and loyalty between employers and workers has eroded, and Gen Zers have internalised that insecurity, says Gerson. What may seem like entitled behaviour &ndash; quitting and demanding changes at work &ndash; is actually employers failing to meet the demands of modern life. Gen Zers just &ldquo;want decent pay for doing work they enjoy, and the respect that allows them to have a life outside of their jobs&rdquo;, says Gerson.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ECatalyst of change?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EGen Z is erupting into the workforce at a time of major upheaval. In the wake of the pandemic, we&rsquo;re experiencing something of a power struggle between workplaces and their employees, explains Gerson, as workers push for better conditions and many companies resist their efforts. Naturally, conversations around flexibility, work-life balance and social and environmental justice are louder than ever.\u003C\u002Fp\u003E\n\u003Cp\u003EThe youngest workers are entering the labour market with a set of demands and the determination to act on them. Still, despite their efforts, the news is not all positive; Gerson is concerned Gen Zers are applying individual solutions to collective problems. Workers quitting or speaking up, she says, are moves that are less likely to convince employers to make changes than government legislation or union pressure that mandates benefits like higher wages and more time off. Especially, she says, considering mobility largely depends on privilege; hourly workers and those with less corporate experience have very little leverage to job hop or assert boundaries that could prevent work encroaching on life.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220613-gen-z-the-workers-who-want-it-all-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Gen Zers are “thoughtful, compassionate and hardworking” and they’ll call out policies and behaviours they disagree with – Beth Kennedy","id":"worklife\u002Farticle\u002F20220613-gen-z-the-workers-who-want-it-all-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EPlus, Gen Z workers like Jones are already \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220520-why-gen-z-workers-are-already-so-burned-out\"\u003Ereporting&nbsp;burnout\u003C\u002Fa\u003E, suggesting the hustle culture and financial burden that plagued generations before them is still taking a toll. Despite focusing on her life outside work, Jones finds her job overwhelming. &ldquo;I'm dealing with a lot of stress I didn't even think to prepare myself for; navigating corporate dynamics, no structure and little support,&rdquo; she says.&nbsp; &ldquo;I often feel overworked, underpaid and angry.&rdquo; Still, she holds out hope that her generation&rsquo;s vision for a new kind of labour could eventually manifest.\u003C\u002Fp\u003E\n\u003Cp\u003EDespite her caveats, Gerson, who describes herself as &ldquo;a short-term pessimist but a long-term optimist&rdquo; about these workplace shifts, is hopeful Gen Z can catalyse change. The needle is more likely to move, she says, as millennials with similar values to Gen Z increasingly take on leadership roles and companies pressed to attract and retain talent are forced to yield to some worker demands &ndash; but she cautions that it will likely take some time before all workers benefit.\u003C\u002Fp\u003E\n\u003Cp\u003EKennedy, who has already implemented Gen Z-driven policies in her own workplace, is adamant the youngest workers are already succeeding in their quest, however. No one is expected to be contactable outside set hours, meetings feel more collaborative and inclusive, and she&rsquo;s aspiring to introduce a \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fbusiness-57724779\"\u003Efour-day workweek\u003C\u002Fa\u003E. Gen Zers are asking the tough questions, says Kennedy, &ldquo;and workplaces are being forced to have broader discussions and make shifts when they don't have good answers&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003EIn Hinesville, Holleman is thriving in her new role. Her millennial boss is understanding and flexible. The work feels meaningful, but she doesn&rsquo;t think a whole lot about it while she&rsquo;s not on the clock. And outside the office, she&rsquo;s a Miss Georgia candidate and has plenty of time for hobbies. &ldquo;I&rsquo;m able to just live my life now,&rdquo; she says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220613-gen-z-the-workers-who-want-it-all-8"}],"collection":null,"disableAdverts":false,"displayDate":"2022-06-14T14:19:39Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Gen Z: The workers who want it all","headlineShort":"Why Gen Z workers want it all","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Work-life balance, fair pay and value alignment: today’s youngest workers want it all – and are willing to walk away if they don’t get it.","summaryShort":"The youngest in the labour market have a slew of demands","tag":[],"textToSpeech":false,"creationDateTime":"2022-06-13T19:56:36.463032Z","entity":"article","guid":"4c05e9fe-190e-4afb-9a72-17eb572ebb7e","id":"worklife\u002Farticle\u002F20220613-gen-z-the-workers-who-want-it-all","modifiedDateTime":"2022-06-17T10:34:10.32356Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20220613-gen-z-the-workers-who-want-it-all","cacheLastUpdated":1692600645389},"worklife\u002Farticle\u002F20220225-how-climate-change-is-re-shaping-the-way-gen-z-works":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20220225-how-climate-change-is-re-shaping-the-way-gen-z-works","_id":"64a4617da471ef30e37aee92","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Younger workers have higher eco-anxiety than those who’ve come before them. It’s affecting where they can – and will – work.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E&ldquo;Climate change gives me an insane amount of existential anxiety,&rdquo; says Lillian Zhou. Many young people can probably relate to the 26-year-old Zhou&rsquo;s worries about the climate &ndash; and her desire to work for a company that&rsquo;s doing something about it.\u003C\u002Fp\u003E\n\u003Cp\u003EZhou grew up in the US state of Michigan, which has been experiencing milder winters coupled with fiercer storms. &ldquo;These storms have led to flooding that endangers lives and destroys property as well as causes more run-off into our state&rsquo;s many lakes,&rdquo; says Zhou. She remembers when\u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2014\u002F08\u002F05\u002Fus\u002Flifting-ban-toledo-says-its-water-is-safe-to-drink-again.html\"\u003E floods in 2014 made tap water unsafe\u003C\u002Fa\u003E for several counties on Lake Erie.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;It&rsquo;s way too easy to spiral into despair when you read the news or watch Planet Earth documentaries,&rdquo; she says. That&rsquo;s why Zhou has turned to work as a way to \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Farticle\u002F20191010-how-to-beat-anxiety-about-climate-change-and-eco-awareness\"\u003Echannel her eco-anxiety in a positive direction\u003C\u002Fa\u003E. Since graduating from university in 2017, she&rsquo;s worked in both the private and public sectors, and is currently in a year-long communications role with the solar energy non-profit GRID Alternatives.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;I combat this anxiety through my work,&rdquo; says Zhou. &ldquo;Knowing that I am working for an environmentally and socially oriented organisation, that I am working for something bigger than a paycheque &ndash; this is what brings me a sense of purpose.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EIt&rsquo;s not the same career path as Zhou&rsquo;s parents &ndash; a nurse and an engineer &ndash; who immigrated from China, then stayed with the same employers for nearly their entire careers. Flexibility is a major driver of this shift. Zhou comments, &ldquo;Nowadays, I think my generation places more emphasis on \u003Ca href=\"http:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220223-are-workers-really-quitting-over-company-values\"\u003Efinding jobs that align with our personal beliefs\u003C\u002Fa\u003E, and are less afraid to move on if that alignment changes.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EMany young workers like Zhou &ndash; middle-class members of Generation Z, living in countries including the US and UK &ndash; are searching out similar professional paths that combine flexibility and a deep sense of purpose. Demand is surging for these kinds of climate-related jobs &ndash; making it crucial for employers, careers advisors and educational institutions to revamp their programming to be as climate-relevant as possible.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA massive concern\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIn a 2018 survey from global consulting firm Deloitte, \u003Ca href=\"https:\u002F\u002Fwww2.deloitte.com\u002Fus\u002Fen\u002Fpages\u002Fconsumer-business\u002Farticles\u002Funderstanding-generation-z-in-the-workplace.html\"\u003E77% of Gen Z respondents\u003C\u002Fa\u003E said it was important to work at organisations whose values aligned with theirs. Social values matter deeply to this population, and the issue of climate change particularly &ndash; in the US, Gen Z (people in their teens to mid-20s) are \u003Ca href=\"https:\u002F\u002Fgrist.org\u002Ffix\u002Fhow-gen-z-is-mentoring-their-elders-climate-action\u002F\"\u003Emuch more concerned about climate change\u003C\u002Fa\u003E than older generations.\u003C\u002Fp\u003E\n\u003Cp\u003ESimilarly, in the UK, the health insurance company Bupa \u003Ca href=\"https:\u002F\u002Fwww.bupa.com\u002Fnews\u002Fpress-releases\u002F2022\u002Fgen-z-seek-ethical-workplaces-as-environ-mental-health-burden-bites\"\u003Efound in 2021\u003C\u002Fa\u003E that 64% of surveyed 18-to-22-year-olds consider it important for employers to act on environmental issues, and 59% would remain longer with responsible employers. In Australia, young workers have \u003Ca href=\"https:\u002F\u002Fwww.afr.com\u002Fwork-and-careers\u002Fcareers\u002Fgen-z-workers-willing-to-reject-jobs-based-on-climate-change-values-20211110-p597pu\"\u003Eleft companies that aren&rsquo;t doing enough\u003C\u002Fa\u003E to respond to climate change.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20220225-how-climate-change-is-re-shaping-the-way-gen-z-works-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220225-how-climate-change-is-re-shaping-the-way-gen-z-works-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThis explosion of interest in values-related work is also reshaping the educational landscape. In the US, \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Fenvironment\u002F2021\u002Fsep\u002F06\u002Fgen-z-climate-change-careers-jobs\"\u003Eincreasing numbers of university students\u003C\u002Fa\u003E are seeking out environment-related careers, and there are ever more MBA programmes \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2021\u002F11\u002F13\u002Fbusiness\u002Fdealbook\u002Fbusiness-schools-esg.html?unlocked_article_code=AAAAAAAAAAAAAAAACEIPuomT1JKd6J17Vw1cRCfTTMQmqxCdw_PIxftm3iWna3HMDm8ZiO4IGImG9lzWIqZubt852DOYA9VcK74pSedpi_RUP0tqTxLtr4CL3pQZJiF_4aSCYlQL5bOfF7Yp7W2tKWCjNOZ0wLD45U7famS6WabA0XwhJxJiqJRnaVH5jSMXxKyVRe8k2IV12fkhFYk6EWlbHFSCtvTuDhR6MN6UPFqLukRtBbYvCXyElsWc6rkAbAxSFVnFKXt46mo7499bU8gFaOe9d1VzPZqj3shCTzBgP4yrBJYuRoLLlL8MsbLFrRCEzMbe1Ox6b4fAQVQfxRxSMlliqcab&amp;smid=url-share\"\u003Erelated to social impact and environment\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EAn early example came from the Massachusetts Institute of Technology (MIT). The school has offered a certificate programme in sustainability since 2011, and the number of students has mushroomed each year, according to Bethany Patten, the senior associate director of the Sustainability Initiative at the MIT Sloan School of Management. In the last three years, sustainability has become one of the top industries where students want to work.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EYet while young people may be generally interested in a climate-related career, they might not be aware of the specific career pathways &ndash; especially if the careers guidance in secondary schools and elsewhere is dated and not very climate-relevant.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;There&rsquo;s just a mismatch between the future careers and skills and training that&rsquo;s provided to the youth today,&rdquo; believes Susannah Costley-White, 22. Costley-White is studying for a Master&rsquo;s degree in climate change at King&rsquo;s College London, while interning at Ashden, a climate charity advocating for \u003Ca href=\"https:\u002F\u002Fashden.org\u002Fawards\u002F\"\u003Eevery job to be a green job\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EAt Ashden, Costley-White is working on a campaign that, among other activities, is calling for &ldquo;sustainability to be embedded as a statutory feature in careers guidance in UK schools by 2025&rdquo;. She emphasises that the government needs to take responsibility for driving this type of change, so that there&rsquo;s more alignment among the needs, interest, and skill levels related to green jobs.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E&lsquo;A more sustainable purpose&rsquo;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EClearly, there&rsquo;s an enormous need for more climate action as well as an abundance of eager young people who want jobs in this space &ndash; yet workers aren&rsquo;t being optimally matched to the jobs available. \u003Ca href=\"https:\u002F\u002Fnews.linkedin.com\u002F2022\u002Ffebruary\u002Four-2022-global-green-skills-report\"\u003ELinkedIn&rsquo;s first-ever Global Green Skills Report\u003C\u002Fa\u003E, released in February, shows job posts requiring green skills have been growing at 8% annually over the past five years, outpacing the 6% growth in green talent.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EStill, there are &ldquo;definitely not enough high-paying stable jobs for the demand&rdquo;, says MIT&rsquo;s Patten. &ldquo;I think it&rsquo;s really sad that something that&rsquo;s so important for the world is not being priced correctly.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220225-how-climate-change-is-re-shaping-the-way-gen-z-works-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Many avenues into the ‘green’ jobs that do exist require volunteering and networking, which isn’t viable for all – Susannah Costley-White","id":"worklife\u002Farticle\u002F20220225-how-climate-change-is-re-shaping-the-way-gen-z-works-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOne of the drawbacks to these types of jobs, considered \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220215-the-taboo-of-selling-out-for-a-better-paying-job\"\u003E&ldquo;passion work&rdquo;\u003C\u002Fa\u003E, is that they may come with low pay, which means burnout rates are high, and people from wealthier backgrounds are the ones who can afford to accept the smaller pay packets, take on the necessary internships or move to the locations with sustainability jobs. &ldquo;There&rsquo;s certainly a level of privilege here,&rdquo; acknowledges Patten.\u003C\u002Fp\u003E\n\u003Cp\u003EThere are also some imbalances in gender and racial representation. On LinkedIn, the \u003Ca href=\"https:\u002F\u002Fnews.linkedin.com\u002F2022\u002Ffebruary\u002Four-2022-global-green-skills-report\"\u003E&ldquo;green gender gap&rdquo; hasn&rsquo;t budged since 2015\u003C\u002Fa\u003E: of workers with green skills, there are only 62 women for every 100 men. In the US clean energy industry, \u003Ca href=\"https:\u002F\u002Fe2.org\u002Fwp-content\u002Fuploads\u002F2021\u002F09\u002FE2-ASE-AABE-EEFA-BOSS-Diversity-Report-2021.pdf\"\u003Ewomen are underrepresented, as are black and Latino workers\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003ECostley-White feels lucky to have landed her current internship, and admits that not everyone has the same opportunities. &ldquo;It&rsquo;s down to privilege and exposure,&rdquo; she says. &ldquo;Many avenues into the &lsquo;green&rsquo; jobs that do exist require volunteering and networking, which isn&rsquo;t viable for all.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EOverall, however, pay is less important to Gen Z. One recent survey of US business students found that \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2021\u002F11\u002F13\u002Fbusiness\u002Fdealbook\u002Fbusiness-schools-esg.html?unlocked_article_code=AAAAAAAAAAAAAAAACEIPuomT1JKd6J17Vw1cRCfTTMQmqxCdw_PIxftm3iWna3HMDm8ZiO4IGImG9lzWIqZubt852DOYA9VcK74pSedpi_RUP0tqTxLtr4CL3pQZJiF_4aSCYlQL5bOfF7Yp7W2tKWCjNOZ0wLD45U7famS6WabA0XwhJxJiqJRnaVH5jSMXxKyVRe8k2IV12fkhFYk6EWlbHFSCtvTuDhR6MN6UPFqLukRtBbYvCXyElsWc6rkAbAxSFVnFKXt46mo7499bU8gFaOe9d1VzPZqj3shCTzBgP4yrBJYuRoLLlL8MsbLFrRCEzMbe1Ox6b4fAQVQfxRxSMlliqcab&amp;smid=url-share\"\u003E51% would take a lower salary\u003C\u002Fa\u003E if the company was environmentally responsible &ndash; a 7% increase from five years earlier. To some extent, this \u003Ca href=\"https:\u002F\u002Fwww2.deloitte.com\u002Fus\u002Fen\u002Fpages\u002Fconsumer-business\u002Farticles\u002Funderstanding-generation-z-in-the-workplace.html\"\u003Emore nuanced attitude toward salary\u003C\u002Fa\u003E holds true for Gen Z across the income spectrum.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd not all environment-focused jobs require financial sacrifices. Environmental scientists, who will see a \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Fenvironment\u002F2021\u002Fsep\u002F06\u002Fgen-z-climate-change-careers-jobs\"\u003Ehigh rate of job growth in the next 10 years\u003C\u002Fa\u003E, earned a median salary of $73,230 (&pound;53,920) in the US in 2020. And according to GRID Alternatives, \u003Ca href=\"https:\u002F\u002Fgridalternatives.org\u002Fget-training\"\u003Ethe US solar energy market is booming\u003C\u002Fa\u003E, with low barriers to entry and competitive salaries. GRID Alternatives is helping to bring solar education into secondary school curricula as well as providing free training to young solar installers.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003ELauren Friedman, the senior workforce operations manager for GRID Alternatives, comments that &ldquo;solar companies are hiring, and there is a major need for workers in this industry to meet the nation&rsquo;s renewable energy targets&rdquo;.&nbsp;According to the \u003Ca href=\"https:\u002F\u002Fwww.seia.org\u002Fresearch-resources\u002Fnational-solar-jobs-census-2020\"\u003Emost recent Solar Jobs Census\u003C\u002Fa\u003E, the solar industry will encompass 400,000 jobs by 2030, but the country&rsquo;s 100% clean electricity goal will require a workforce of more than 900,000 by 2035.To meet the demand in specific industries like this, there&rsquo;s a pressing need for more hands-on, vocational training, in the US as well as \u003Ca href=\"https:\u002F\u002Fwww.reuters.com\u002Farticle\u002Fglobal-workers-renewables-idUSL5N2OI2XU\"\u003Ein countries such as China\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220225-how-climate-change-is-re-shaping-the-way-gen-z-works-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220225-how-climate-change-is-re-shaping-the-way-gen-z-works-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAlong with specifically climate-focused roles, many Gen Z-ers are also interested in working in sustainability-adjacent positions, even if they&rsquo;re in industries that aren&rsquo;t overtly environment-related. Mia Brown, a 26-year-old Londoner, has worked with words in some capacity for her entire career: in publishing, an antiquarian bookshop and now as a copywriter.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EDuring the pandemic, explains Brown, &ldquo;I realised that actually I&rsquo;d rather be making more of a difference with my work and putting it towards a more sustainable purpose&rdquo;. She applied for a job at a property company certified as a B Corp (a for-profit company that meets certain environmental and social standards). It was that B Corp designation &ldquo;that really attracted me to&hellip;the company, because they&rsquo;re doing a lot for the environment &ndash; particularly in property and the built environment, which is one of the most polluting sectors&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003EOn a day-to-day basis, her work isn&rsquo;t a million miles away from that of her parents, who are in advertising. But Brown feels that the content and values are very different. &ldquo;I didn&rsquo;t want to sell products to people that they didn&rsquo;t need,&rdquo; says Brown. She feels she&rsquo;s working towards the future of the property sector.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E&lsquo;Every job needs to be a sustainability job&rsquo;\u003C\u002Fstrong\u003E\u003Cstrong\u003E&nbsp;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ECostley-White&rsquo;s classmate Anna Marshall, who just turned 23, believes climate change could also impact job security. &ldquo;I think climate change means the global economy is going to drastically change over the next 20 years, making any career decisions difficult to predict,&rdquo; she says. &ldquo;The idea of a long, single career path which would see me through to retirement is now outdated, if it was ever a reality.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220225-how-climate-change-is-re-shaping-the-way-gen-z-works-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"There’s really going to have to be a paradigm shift in realising that every job needs to be a sustainability job at some level – Bethany Patten","id":"worklife\u002Farticle\u002F20220225-how-climate-change-is-re-shaping-the-way-gen-z-works-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAs Gen Z settles into the labour market, it&rsquo;s clear that many of them are seeking to contribute to averting climate collapse. Whether they&rsquo;re changing careers like Zhou, choosing climate degrees like Costley-White or researching employers&rsquo; environmental credentials like Brown, climate change is an inescapable presence in the future of work.\u003C\u002Fp\u003E\n\u003Cp\u003EThe jobs market will \u003Ca href=\"https:\u002F\u002Fmitsloan.mit.edu\u002Fideas-made-to-matter\u002F5-and-coming-jobs-sustainability-and-whats-next\"\u003Econtinue to evolve in response\u003C\u002Fa\u003E. &ldquo;I think we&rsquo;re just going to continue to see more and more of these jobs,&rdquo; says Patten. Currently there&rsquo;s a major need for people with the skills to respond to new environmental regulations, she notes &ndash; a need that is likely to grow in complexity and nuance. She also sees major room for expansion in the areas of supply chain sourcing, big data, AI and blockchain, as they relate to sustainability.\u003C\u002Fp\u003E\n\u003Cp\u003ENot everyone is onboard yet. &ldquo;There&rsquo;s really going to have to be a paradigm shift in realising that every job needs to be a sustainability job at some level&rdquo;, Patten believes. &ldquo;It&rsquo;s no longer a siloed issue.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EFor people like Lillian Zhou, it can&rsquo;t be. She explains, &ldquo;I&rsquo;m interested in renewable energy because frankly, I don&rsquo;t think that my generation can afford not to be. When you have witnessed first-hand how the climate in your hometown has changed, when you see how your government and leaders are failing to make substantial change time and time again &ndash; it&rsquo;s just not something you can ignore.&rdquo; Working for sustainability is imperative for Zhou. &ldquo;I cannot imagine a more important industry to be a part of.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220225-how-climate-change-is-re-shaping-the-way-gen-z-works-8"}],"collection":null,"disableAdverts":false,"displayDate":"2022-03-01T16:38:38Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"How climate change is re-shaping the way Gen Z works","headlineShort":"The next big change for Gen Z","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Younger workers have higher eco-anxiety than those who’ve come before them. It’s affecting where they can – and will – work.","summaryShort":"Climate change fears are moving young people into – and away from – certain jobs","tag":[],"textToSpeech":false,"creationDateTime":"2022-02-28T20:46:10.576927Z","entity":"article","guid":"13f77ac1-903d-43c0-b2e4-b3126773840f","id":"worklife\u002Farticle\u002F20220225-how-climate-change-is-re-shaping-the-way-gen-z-works","modifiedDateTime":"2022-03-01T12:55:48.22829Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20220225-how-climate-change-is-re-shaping-the-way-gen-z-works","cacheLastUpdated":1692600645388},"worklife\u002Farticle\u002F20230426-gen-z-values-entrepreneurship-flexibility-jobs":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20230426-gen-z-values-entrepreneurship-flexibility-jobs","_id":"64a4617ea471ef2eea1c3101","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fmeredith-turits"],"bodyIntro":"Younger workers may be changing what it means to work in an elite job – and even de-emphasising its importance entirely.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EEven before Molly Johnson-Jones graduated from Oxford University in 2015, she felt professional pressure to land a &lsquo;prestigious&rsquo; job in a high-powered industry. She says she and her university friends felt there were sectors that carried cachet&nbsp;&ndash; particularly the rigorous fields of finance, consulting, medicine and law. That&rsquo;s why Johnson-Jones ended up in investment banking for two years once she graduated, even though didn&rsquo;t feel like quite the right fit.\u003C\u002Fp\u003E\n\u003Cp\u003EThese kinds of &ldquo;very traditional industries&rdquo; have indeed carried prestige, says Jonah Stillman, co-founder of GenGuru, a consulting firm that focuses on different generations in the workplace. Stillman, a Gen Zer, says this sentiment is present in higher-education settings, but he adds many people across generations have felt pressure well before university to pursue these paths, including from family members or high-school counsellors.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;We&rsquo;ve just grown up with this expectation,&rdquo; says Andrew Roth, 24, who graduated from Tennessee, US-based Vanderbilt University in 2021. &ldquo;When I got to Vanderbilt, I was pretty quickly drawn into the &lsquo;all roads lead to finance and consulting path&rsquo;. It just feels very easy to go that way &hellip; everyone's going that way.&rdquo; Roth says he internalized pressure to pursue this path from the atmosphere of his competitive university, his contemporaries and alumni in powerful positions in these industries.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20230426-gen-z-values-entrepreneurship-flexibility-jobs-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0fj1c92"],"imageAlignment":"centre","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20230426-gen-z-values-entrepreneurship-flexibility-jobs-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAs Gen Z joins the workforce, however, experts and younger workers say what&rsquo;s considered a high-status job may be expanding &ndash; and even becoming less relevant overall. Some younger workers do still report making money is prestigious, especially as cost of living skyrockets; and working for certain firms or in specific industries can make a career. But many are also emphasising other elements, such as corporate values, flexibility, autonomy and freedom from the long-hours, high-octane grind.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E2020 graduate Danielle Farage, 24, says she also felt there was a narrow definition of a prestige job while she was at the University of Southern California, and pronounced pressure to land an elite job, especially from her peers. &ldquo;It&rsquo;s very much there, and it&rsquo;s so intense because everyone posts about their jobs,&rdquo; says the Gen Zer, based in Brooklyn, New York.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EPlenty of Gen Zers &ndash; especially those who attend elite universities &ndash; still opt for high-profile industries. Farage agrees that many new grads still &ldquo;want to go the straight-and narrow path&rdquo;: she knows several contemporaries who are still &ldquo;very much into the prestige, because everyone around you is like, oh, I need to get a big-five consulting job &hellip; I'm going to go intern for this big bank next summer&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003EBut Farage has also seen many Gen Zers re-define a prestige job as one that enhances their own life. This may include a position that \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220613-gen-z-the-workers-who-want-it-all\"\u003Eenables a worker to live the lifestyle they want\u003C\u002Fa\u003E &ndash; whether that&rsquo;s being an entrepreneur, working in an \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220225-how-climate-change-is-re-shaping-the-way-gen-z-works\"\u003Eindustry that aligns with their values and passion\u003C\u002Fa\u003E or securing a job that enables them to \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20230302-the-rise-of-the-gen-z-side-hustle\"\u003Ebuild their personal brand on the side\u003C\u002Fa\u003E. Farage is an example; while holding a full-time job as a director of growth and marketing at a start-up, she&rsquo;s also focusing on building a side business as a work futurist, focusing on the experiences of Gen Z.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230426-gen-z-values-entrepreneurship-flexibility-jobs-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0fj1bm9"],"imageAlignment":"centre","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20230426-gen-z-values-entrepreneurship-flexibility-jobs-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ETo be able to &ldquo;gain in skills in an area of business and build &hellip; your passion &ndash; to me, that's prestige&rdquo;, she says.\u003C\u002Fp\u003E\n\u003Cp\u003ERoth, too, found himself drawn away from his expected path of finance and consulting, particularly when Covid-19 hit during a semester studying abroad. Throughout the pandemic, he says, it became &ldquo;very obvious to me that a lot of organizations were having a hard time listening and understanding the needs of young people&rdquo;. After graduation, he pivoted his plans to entrepreneurship and started dcdx, a Gen Z research and strategy firm.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;It's like our association with prestige has changed,&rdquo; says New York-based Roth. &ldquo;Prestige has its association with &hellip;&nbsp; following the traditional ways. And I think there's a whole rejection around that, especially for this kind of progressive generation.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003ESome data indicates that Gen Z are indeed shifting towards more meaningful work. April 2023 data from LinkedIn of more than 7,000 global workers, reviewed by BBC Worklife, shows 64% of Gen Zers in the UK, France, Germany and Ireland now consider it important to work for companies that are aligned with their values. The data also shows these young workers highlight work-life balance and career growth as top draws for potential workplaces.\u003C\u002Fp\u003E\n\u003Cp\u003EAlong with Gen Z&rsquo;s shifting attitudes, embrace of entrepreneurship and emphasis on values, this mindset shift may be in part because mechanisms behind finding jobs and seeing potential alternative career paths are changing, says Josh Graff, managing director of EMEA and LATAM at LinkedIn. With a greater number of jobs being posted online, &ldquo;people have so much more access to information today than we did when we were applying for a job 20-plus years ago &hellip; This allows you to have much better visibility into a wealth of roles&rdquo;, he says. &ldquo;That shift in the workplace, in the workforce &hellip; is leading people to understand there's a broader array of options out there.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230426-gen-z-values-entrepreneurship-flexibility-jobs-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0fj1c58"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20230426-gen-z-values-entrepreneurship-flexibility-jobs-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EJohnson-Jones, now 30, says the changing definition of prestigious work is also trickling up to older generations, including millennials, like herself.\u003C\u002Fp\u003E\n\u003Cp\u003EShe moved out of investment banking &ldquo;for her health&rdquo;, and eventually started her own company: Flexa Careers, a global directory of flexible-work companies. She believes older workers are expressing sentiments similar to Gen Z&rsquo;s, also having a reckoning with what defines an elite job; they&rsquo;re similarly re-defining the term as careers that enable better lifestyles.\u003C\u002Fp\u003E\n\u003Cp\u003EBut the difference, says Johnson-Jones, is that many millennials are re-imagining this definition out of necessity, often having been ground down by the very competitive, long-hours industries they felt they &lsquo;had&rsquo; to enter out of university. &ldquo;We don't need to be working 60 hours a week in an office just for a title or decent pay,&rdquo; she says. &ldquo;Because how many people have time to spend the money, anyway?&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EFor his part, Roth believes many of his friends who did go the traditional prestige route are also re-thinking their choices. &ldquo;I think a lot of them are actually looking at me with a little bit of envy and saying, &lsquo;hey, I wish I would have done something similar to you did&rsquo;. People are coming around to that mindset.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230426-gen-z-values-entrepreneurship-flexibility-jobs-6"}],"collection":null,"disableAdverts":false,"displayDate":"2023-04-26T14:21:33Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"How Gen Z are disrupting the definition of ‘prestigious’ jobs","headlineShort":"Why Gen Z are rejecting 'prestige' jobs","image":["p0fj1bft"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2022-02-27T22:52:24.455144Z","Project":"wwverticals","Slug":"option\u002Fpublish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"64a461aca471ef30b9021812"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20230302-the-rise-of-the-gen-z-side-hustle","worklife\u002Farticle\u002F20220613-gen-z-the-workers-who-want-it-all","worklife\u002Farticle\u002F20220225-how-climate-change-is-re-shaping-the-way-gen-z-works"],"relatedTag":null,"summaryLong":"Younger workers may be changing what it means to work in an elite job – and even de-emphasising its importance entirely.","summaryShort":"Elite jobs may no longer be limited to finance and tech","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2023-04-25T22:03:32.805271Z","entity":"article","guid":"bb26f8c0-ba78-4c9c-929a-3597b0b20854","id":"worklife\u002Farticle\u002F20230426-gen-z-values-entrepreneurship-flexibility-jobs","modifiedDateTime":"2023-04-26T13:29:41.546814Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20230426-gen-z-values-entrepreneurship-flexibility-jobs","cacheLastUpdated":1692600645386},"worklife\u002Farticle\u002F20221028-the-young-workers-flocking-to-career-influencers":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20221028-the-young-workers-flocking-to-career-influencers","_id":"64a4617da471ef2ef0059357","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Career guidance used to come from older professionals or certified coaches. Now, younger workers are turning to social-media influencers for bite-size bits of advice to get ahead.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EStanding in a towel in her bathroom, Emily Durham, a Toronto-based career coach, brushes her hair while doling out advice. &ldquo;Your company will work you to the bone if you allow it ... There&rsquo;s always going to be something, and it&rsquo;s always going to be you doing it,&rdquo; says Durham, brandishing the hairbrush, in an \u003Ca href=\"https:\u002F\u002Fwww.instagram.com\u002Freel\u002FChsL4gwAcIF\u002F\"\u003EInstagram video\u003C\u002Fa\u003E. &ldquo;Boundaries, baby.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EWith a quarter of a million followers on the platform, 26-year-old Durham is one of many social-media influencers who have risen to prominence by sharing tips about work with a casual, accessible tone. Many of these influencers reside in the US, but others span the globe: ​​Mehar Sindhu Batra, with nearly 400,000 followers, is based in London, but says most of her audience is in India; another popular career coach with a quarter of a million followers, who goes by &ldquo;Rosie&rdquo;, is New Zealand-based.\u003C\u002Fp\u003E\n\u003Cp\u003ERegardless of their locations, these content creators often adopt a similar style: filming themselves talking to the camera about topics such as how to ace interviews, negotiate salaries, handle performance reviews and communicate with managers.\u003C\u002Fp\u003E\n\u003Cp\u003EIt&rsquo;s no coincidence large swaths of people are consuming work-related content right now, given the increase in workers \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220720-the-case-for-job-hopping\"\u003Eswitching jobs\u003C\u002Fa\u003E, even \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220905-why-people-are-industry-hopping\"\u003Eindustries\u003C\u002Fa\u003E. According to a 2022 global survey from management-consulting firm Deloitte, roughly \u003Ca href=\"https:\u002F\u002Fwww2.deloitte.com\u002Fcontent\u002Fdam\u002FDeloitte\u002Fglobal\u002FDocuments\u002Fdeloitte-2022-genz-millennial-survey.pdf\"\u003E40% of Gen Zers and 24% of millennials would like to leave their jobs within two years\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EBut beyond the general thirst for career guidance, young workers are finding particular appeal in these informal channels, generally helmed by millennial and Gen Z women, that deliver bite-size bits of advice. Experts say this is partly because early-career employees are looking to peers on social platforms and in formats they&rsquo;re already fluent in. But this may also be because millennial and Gen Zers value relatability in mentors, often more than other factors like years of experience or affiliation with a formal institution. When they feel they can relate to an influencer, they&rsquo;re open to trusting their advice.\u003C\u002Fp\u003E\n\u003Cp\u003EUsers of this content say it can help them to feel empowered to take control of their working lives. Ultimately, however, there are limits to the scope and quality of support young workers can get from scrolling through short videos.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20221028-the-young-workers-flocking-to-career-influencers-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20221028-the-young-workers-flocking-to-career-influencers-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003E'Exactly what I was looking for'\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ECareer influencers on TikTok and Instagram generally create content around a wide range of work-related subjects. Many of these creators post advice-driven videos, coaching people through topics such as finding new jobs or getting promotions.\u003C\u002Fp\u003E\n\u003Cp\u003EA common theme is how to ask for a higher salary in a job offer. In one of Sindu Batra&rsquo;s \u003Ca href=\"https:\u002F\u002Fwww.instagram.com\u002Fp\u002FCfLQqmFIKDW\u002F\"\u003Evideos\u003C\u002Fa\u003E, she acts out both the parts of a hiring manager and an interviewee asking for better compensation, essentially giving her audience a script to use themselves. &ldquo;You have a very short window to negotiate a higher salary if it&rsquo;s not what you were expecting,&rdquo; she writes in the caption.\u003C\u002Fp\u003E\n\u003Cp\u003EOther times, creators focus on how workers should advocate for themselves within an organisation. For instance, Montr&eacute;al-based career coach Tiffany Uman, 37, tells followers that they&rsquo;re \u003Ca href=\"https:\u002F\u002Fwww.instagram.com\u002Fp\u002FCgrY08ID-Bp\u002F\"\u003Ecrippling their own progression\u003C\u002Fa\u003E if they think being a strong performer will necessarily lead to a promotion, or take on more responsibilities and expect that it will lead to a pay rise. In \u003Ca href=\"https:\u002F\u002Fwww.instagram.com\u002Fp\u002FCfrF2Kmj0zi\u002F\"\u003Eanother post\u003C\u002Fa\u003E, she provides three steps to follow to ask a boss for a raise.\u003C\u002Fp\u003E\n\u003Cp\u003EWhile these career influencers vary in terms of location and cultural background, many of the most popular are young women in their 20s or 30s. Those who spoke to BBC Worklife said their followers largely share these traits. Durham, Sindhu Batra and Uman, who are all either Gen Z or millennials, say that while they don&rsquo;t speak exclusively to women, their audiences are majority female and of peer age. &ldquo;I think my community is very similar to who I am,&rdquo; says Sindhu Batra.\u003C\u002Fp\u003E\n\u003Cp\u003EUS-based Ashley Luts, a 28-year-old university recruiter, says she started following Uman early in 2022 when she came across her videos through Instagram Explore. She&rsquo;d been in the workforce a few years, but felt she was at a crossroads. &ldquo;I was trying to figure out if I should try to attempt to get promoted internally or explore other options externally,&rdquo; says Luts.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20221028-the-young-workers-flocking-to-career-influencers-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"I would spend hours going through her stuff, because it was all right there, but it was short-form and actionable – Ashley Luts","id":"worklife\u002Farticle\u002F20221028-the-young-workers-flocking-to-career-influencers-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EShe looked at more traditional coaching services, but they didn&rsquo;t resonate with her. &ldquo;You don't get to learn as much about who you might be working with,&rdquo; she says. Because she was able to explore social media influencers&rsquo; content, she felt like she could get to know the creators. This was especially important to her given that she was going through a hard time emotionally: &ldquo;I realised social media was where the people I would want to be working with are &hellip;That relatability factor played a huge part in it.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EOne of Uman&rsquo;s coaching clients, 30-year-old Montr&eacute;al-based Andriana Hnatykiw, says that when she first saw Uman&rsquo;s content, she took to the coach&rsquo;s style immediately. &ldquo;How she presented herself and how she spoke to me is exactly what I was looking for, and there was no point in adding more work to find someone else.&rdquo; It was the opposite, she says, of the typical career professionals she saw, who felt &ldquo;too sterile and removed&rdquo;.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E&lsquo;I would spend hours going through her stuff&rsquo;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhile career coaching is not a new industry, experts say social media provides a new way to deliver this information that&rsquo;s particularly appealing to young workers right now.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EMary Chayko, a distinguished teaching professor and Director of Interdisciplinary Studies at Rutgers University's School of Communication and Information, US, says seeking advice on social media feels more convenient and efficient to young people. \"You're there anyway. It's in your pocket. It's on your laptop. It just seems like a more modern way to get a lot of this done,&rdquo; says Chayko.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20221028-the-young-workers-flocking-to-career-influencers-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20221028-the-young-workers-flocking-to-career-influencers-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ELuts echoes this sentiment, saying she loves that Uman makes videos on Instagram&rsquo;s Reels feature. &ldquo;I would spend hours going through her stuff, because it was all right there, but it was short-form and actionable.&rdquo; And while many influencers offer paid, individual consulting services to monetise their channels, much of their advice is free to consume &ndash; another benefit that makes these social-media coaches both appealing and accessible to younger audiences.\u003C\u002Fp\u003E\n\u003Cp\u003EEven if influencers lack their own extended professional tenure, and often don&rsquo;t hold credentials like coaching certificates, experts say they have qualities that make followers trust them. Uman worked as a marketing manager at global beauty company L'Or&eacute;al for more than a decade; Sindhu Batra holds an MBA from Imperial College Business School in London, and served as a senior consultant at UK-based management consultancy Moorhouse. Both women started out career coaching while working at corporate jobs, and both quit their former positions in 2021 to focus full-time on their own businesses, which took off during the pandemic.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EAccording to Kelli Burns, an associate professor in the Zimmerman School of Advertising and Mass Communications at the University of South Florida, relatability, authenticity and likeability drive users to trust them. Their transparency, she adds, makes them feel largely accessible and non-intimidating: their casual style &ndash; like a video filmed in a bathroom &ndash; appeals to audiences, because it offers glimpses into who they are as people.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E\"Not being too polished in the way that you present yourself is another indicator that you are somebody who can be trusted,&rdquo; she says. &ldquo;This perception of authenticity can lead to credibility. It takes down your guard as a follower.&rdquo; She adds that people can build a trusting connection more easily with people with whom they can identify.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20221028-the-young-workers-flocking-to-career-influencers-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"What I’m sharing is nothing unusual. They can Google this stuff. I think it's just the human connection – Mehar Sindu Batra","id":"worklife\u002Farticle\u002F20221028-the-young-workers-flocking-to-career-influencers-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E&ldquo;We&rsquo;re more likely to compare ourselves to similar people,&rdquo; agrees Selin Kesebir, an associate professor of organisational behaviour at London Business School\u003Cstrong\u003E.\u003C\u002Fstrong\u003E &ldquo;If I&rsquo;m a 30-year-old woman, I&rsquo;m going to compare myself to another 30-year-old woman, and I am going to get my cues about whether I&rsquo;m on the right track, whether I&rsquo;m doing the right things, whether I&rsquo;m living my life the right way from her.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EOf course, what these influencers offer isn&rsquo;t entirely novel; even influencer Sindhu Batra acknowledges that a lot of the advice she gives her coaching clients is available elsewhere. &ldquo;What I&rsquo;m sharing is nothing unusual. They can Google this stuff,&rdquo; she says. &ldquo;I think it's just the human connection. If I have a video that doesn&rsquo;t have my face on the cover, it won't do as well.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EConnection was a key factor drawing Tanvi Passi, a 22-year-old finance student in Jalandhar, India, to Sindhu Batra. She began following her in 2020 and says one thing she appreciates about Sindhu Batra&rsquo;s style is that she&rsquo;s open about her own life. &ldquo;She will tell you that she was feeling nervous before an interview, and then how it went really well,&rdquo; says Passi. &ldquo;She makes you realise that we are just people, like her &hellip; So that&rsquo;s why I think she's really credible, because she herself does all those things.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EAs an influencer, Durham understands the value of fostering a sense of familiarity with her audience. &ldquo;Ultimately, what they're looking for is a friend to validate their experience,&rdquo; she says. &ldquo;It's kind of that, like, on-demand best friend who's going to be able to coach you through things without it feeling like a very formal, arduous process.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20221028-the-young-workers-flocking-to-career-influencers-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20221028-the-young-workers-flocking-to-career-influencers-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003E&lsquo;It&rsquo;s a possible self&rsquo;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhile social media advice can be motivating, it has its limitations. Videos on Instagram and TikTok tend to be fairly broad, relying on generalisations about corporate culture and human behaviour that may not apply to a person&rsquo;s individual situation.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EMoreover, many of the decision-makers in the workforce belong to older generations, meaning young workers&rsquo; ability to understand the values of these leaders will also be important as they build trust and influence within their organisations. Relying solely on younger coaches could narrow their knowledge scope.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EPlus, following advice on social media can be risky because people often conflate popularity with trustworthiness. &ldquo;Without even thinking about this person and whether they have expertise or are not, we just say that the fact that they have this many followers is a good indicator that they are a credible source of information,&rdquo; warns Burns .\u003C\u002Fp\u003E\n\u003Cp\u003EYet for young workers, following career influencers may be as much aspirational as it is practical. Influencers project an idealised work persona, conveying a sense of control and confidence that many people crave in their professional lives. When someone sees a popular creator talking about how they were promoted, they may not be interested solely in practical tips.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;It's not just the transfer of information, but also using that person as a role model and inspiration,&rdquo; says Burns. &ldquo;It&rsquo;s a possible self&hellip; something within my reach.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20221028-the-young-workers-flocking-to-career-influencers-10"}],"collection":null,"disableAdverts":false,"displayDate":"2022-11-02T15:45:39Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The young workers flocking to 'career influencers'","headlineShort":"The millennial career influencers","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Career guidance used to come from older professionals or certified coaches. Now, younger workers are turning to social-media influencers for bite-size bits of advice to get ahead.","summaryShort":"Does the best job advice live on social media?","tag":[],"textToSpeech":false,"creationDateTime":"2022-11-01T20:01:40.77875Z","entity":"article","guid":"94eacc09-7a32-4a18-a3f4-13f66806fbf0","id":"worklife\u002Farticle\u002F20221028-the-young-workers-flocking-to-career-influencers","modifiedDateTime":"2022-11-02T06:19:38.679757Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20221028-the-young-workers-flocking-to-career-influencers","cacheLastUpdated":1692600645388},"worklife\u002Farticle\u002F20230215-are-gen-z-the-most-stressed-generation-in-the-workplace":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20230215-are-gen-z-the-most-stressed-generation-in-the-workplace","_id":"64a4617ea471ef2ee31fe805","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Nearly all workers are struggling to cope with economic precarity and professional stress. Yet the youngest workers may be feeling the strain more than anyone.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe instability, insecurity and relentless upheaval of the past several years has left workers anxious. And now, as layoffs proliferate, and pay fails to keep pace with rising inflation, they&rsquo;re still worrying &ndash; in some cases, more than ever.\u003C\u002Fp\u003E\n\u003Cp\u003EThe global strain of what some call a \u003Ca href=\"https:\u002F\u002Fwww.washingtonpost.com\u002Flifestyle\u002F2022\u002F11\u002F01\u002Fpermacrisis-2022-word-year-collins-dictionary\u002F\"\u003E&lsquo;permacrisis&rsquo;\u003C\u002Fa\u003E impacts workers of all ages, yet many researchers and experts posit that Gen Z are the most stressed cohort in the workplace overall. Jumping into their careers in the past few years &ndash; with some only just entering the workforce during the pandemic &ndash; has put them in particularly difficult situations. According to Cigna International Health&rsquo;s 2023 survey of almost 12,000 workers around the world, \u003Ca href=\"https:\u002F\u002Fwww.cigna.com.hk\u002Fiwov-resources\u002Fdocs\u002FCigna-360-Global-Well-being-Survey.PDF\"\u003E91% of 18-to-24-year-olds report being stressed\u003C\u002Fa\u003E &ndash; compared to 84% on average.\u003C\u002Fp\u003E\n\u003Cp\u003EResearch indicates Gen Z are emerging as the most stressed demographic in the workplace, and struggling mightily to cope. The same data shows un-manageable stress affects almost a quarter of the Gen Z respondents (23%), and almost all (98%) are dealing with symptoms of burnout.\u003C\u002Fp\u003E\n\u003Cp\u003EIn short, the youngest workers are having the most trouble wrestling with demands of professional life. What&rsquo;s going on?\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EAn unfortunate confluence\u003Cem\u003E\u003Cspan\u003E\u003Cbr \u002F\u003E\u003C\u002Fspan\u003E\u003C\u002Fem\u003E\u003C\u002Fstrong\u003E\u003Cbr \u002F\u003EAlthough the widespread panic of the Covid-19 pandemic has largely settled, 2023 is keeping most workers in anxiety-laden situations.\u003C\u002Fp\u003E\n\u003Cp\u003EIn the workplace, after a number of employees &ndash; specifically, knowledge workers &ndash; reaped the benefits of a more flexible approach to working, many employers are \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20230206-the-companies-backtracking-on-flexible-work\"\u003Eshifting course and demanding a full return-to-the-office\u003C\u002Fa\u003E. Economic instability still looms, and many companies are \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20230113-the-workers-laid-off-for-the-first-time\"\u003Ecutting thousands of jobs\u003C\u002Fa\u003E, or \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20230203-stress-anxiety-global-layoffs\"\u003Eleaving employees worried that they&rsquo;re next\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;In its essence, work is at a very uncertain time,&rdquo; explains London-based Eliza Filby, a generational researcher, who advises companies on managing and recruiting people in their 20s. &ldquo;There&rsquo;s horrendous stress about layoffs for everyone&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003EEconomic hardships are monumentally compounding workplace troubles, too. Data from a 2023 report by HR-software company \u003Ca href=\"https:\u002F\u002Fwww.workhuman.com\u002Fresources\u002Fhuman-workplace-index\u002Fhuman-workplace-index-cost-of-living-crisis\"\u003EWorkhuman\u003C\u002Fa\u003E shows the \u003Ca href=\"https:\u002F\u002Fwww.workhuman.com\u002Fresources\u002Fhuman-workplace-index\u002Fhuman-workplace-index-cost-of-living-crisis\"\u003Ecost-of-living crisis is causing 84% of UK workers stress and anxiety\u003C\u002Fa\u003E. There are similar trends across the globe, including in \u003Ca href=\"https:\u002F\u002Fwww.layahealthcare.ie\u002Fwellbeingindex\u002Fresearch\u002F\"\u003EIreland\u003C\u002Fa\u003E, the \u003Ca href=\"https:\u002F\u002Fwww.pwc.com\u002Fus\u002Fen\u002Fservices\u002Fconsulting\u002Fbusiness-transformation\u002Flibrary\u002Femployee-financial-wellness-survey.html\"\u003EUS\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.canada.ca\u002Fen\u002Ffinancial-consumer-agency\u002Fservices\u002Ffinancial-wellness-work\u002Fresources\u002Finfographic-cost.html\"\u003ECanada\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20230215-are-gen-z-the-most-stressed-generation-in-the-workplace-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20230215-are-gen-z-the-most-stressed-generation-in-the-workplace-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EYet while these concerns are widespread, Gen Z appears to be struggling most acutely. October 2022 data from McKinsey and Company shows that employed Gen Zers were more likely than other respondents (26% versus 20%) to \u003Ca href=\"https:\u002F\u002Fwww.mckinsey.com\u002Ffeatured-insights\u002Fsustainable-inclusive-growth\u002Ffuture-of-america\u002Fhow-does-gen-z-see-its-place-in-the-working-world-with-trepidation\"\u003Ereport their pay did not enable them to have a &ldquo;good quality of life&rdquo;\u003C\u002Fa\u003E in the current economy. These \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20221013-why-gen-z-are-right-to-be-worried-about-money\"\u003Eeffects are already evident\u003C\u002Fa\u003E: Gen Z are saving significantly less money, and many are living pay-cheque-to-pay-cheque. They&rsquo;re also struggling more than other generations to hit essential milestones, like home-ownership; in the US, for instance, some \u003Ca href=\"https:\u002F\u002Fwww.mckinsey.com\u002Ffeatured-insights\u002Fsustainable-inclusive-growth\u002Ffuture-of-america\u002Fhow-does-gen-z-see-its-place-in-the-working-world-with-trepidation\"\u003E34% of Americans\u003C\u002Fa\u003E don&rsquo;t &ndash; and \u003Cem\u003Enever\u003C\u002Fem\u003E expect to &ndash; own a home. But these sentiments are more widespread among young people (59% of 18-to-24-year-olds, compared to 29% of 29-to-34-year-olds).\u003C\u002Fp\u003E\n\u003Cp\u003EBeyond the large-scale stressors, experts say young workers are struggling with interpersonal relationships. &ldquo;There are still a lot of question marks around the etiquette of \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20230201-can-gen-z-make-friends-in-the-pandemic-era\"\u003Ework friendships\u003C\u002Fa\u003E, office attire and professional boundaries,&rdquo; adds Filby. Working environments in and of themselves, can cause stress and anxiety for junior employees, she says, but &ldquo;having to go into an office, socialise and be managed feels very alien to a lot of young people. The social aspects of work remain intimidating&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003EOverall, this combination of stressors has led to a poor work experience. Data shows Gen Z workers report \u003Ca href=\"https:\u002F\u002Fwww.mckinsey.com\u002Ffeatured-insights\u002Fsustainable-inclusive-growth\u002Ffuture-of-america\u002Fhow-does-gen-z-see-its-place-in-the-working-world-with-trepidation\"\u003Emore struggles than the general population\u003C\u002Fa\u003E with hostile work environments, mental- and physical-health issues and even the inability to share one&rsquo;s full self in the workplace.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E&lsquo;It&rsquo;s not a huge surprise&rsquo;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EFilby believes that Gen Z are experiencing a particular type of anxiety due to the extraordinary climate in which they entered the workplace.\u003C\u002Fp\u003E\n\u003Cp\u003EFor university-aged Gen Zers, many were forced to finish their degrees in isolating, fully virtual learning environments during the pandemic, only to transition directly into a precarious economic situation and unusual workplace conditions, complete with the threat &ndash; and often, the reality &ndash; of furlough or redundancy. And junior employees across the board &ndash; even if they&rsquo;ve had a few years of workforce experience &ndash; have also been less likely to form meaningful connections among their colleagues, and \u003Ca href=\"https:\u002F\u002Fwww.usatoday.com\u002Fstory\u002Fnews\u002Feducation\u002F2023\u002F01\u002F26\u002Fmentoring-has-become-more-popular-so-why-gen-z-getting-less-it\u002F11120823002\u002F\"\u003Ebuild relationships with essential mentors\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230215-are-gen-z-the-most-stressed-generation-in-the-workplace-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"[I] feel like this will be my life forever – Michelle","id":"worklife\u002Farticle\u002F20230215-are-gen-z-the-most-stressed-generation-in-the-workplace-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe start-and-stop of return-to-office has only complicated this, says LinkedIn Career Expert Andrew McCaskill, creator of The Black Guy in Marketing newsletter. . &ldquo;Going through transitional and uncertain times completely remotely doesn&rsquo;t help with stress.\"\u003C\u002Fp\u003E\n\u003Cp\u003EThese conditions have, in many cases, stunted Gen Z&rsquo;s professional development, which weighs on them. Indeed, data indicates young workers are feeling ill-equipped within the workplace overall. LinkedIn data from December 2022, shared with BBC Worklife, shows 18-to-25-year-olds to be the least confident out of all generations in their current job or role. Only 43% of Gen Z feel extremely confident &ndash; perfectly capable in every aspect of their role &ndash; compared to 59% of Gen Y [millennials], Gen X and Boomers.\u003C\u002Fp\u003E\n\u003Cp\u003EAdditionally, in data from a 2022 global survey of more than 10,000 workers, conducted by work-management platform Asana, \u003Ca href=\"https:\u002F\u002Fasana.com\u002Fresources\u002Fanatomy-of-work\"\u003EGen Z respondents said they were unable to switch off from work\u003C\u002Fa\u003E at a disproportionately higher rate than previous generations. The McKinsey data shows young people are also more concerned than any other demographic about the stability of their employment &ndash; 45% of Gen Zers versus 40% of all respondents.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;I think that Gen Z is getting to see what millennials dealt with when they graduated college during the Great Recession, which is very stressful and will add to their already heightened anxiety,&rdquo; says Los Angeles-based Santor Nishizaki, an organisational leadership expert and author of Working with Gen Z: A Handbook to Recruit, Retain, and Reimagine the Future Workforce after Covid-19.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230215-are-gen-z-the-most-stressed-generation-in-the-workplace-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20230215-are-gen-z-the-most-stressed-generation-in-the-workplace-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThis all resonates for 25-year-old Michelle, in New York. She does not enjoy her job at an oil-tank company, and feels her relationship with working changed dramatically during the pandemic, increasing her hopelessness and sense of entrapment. &ldquo;With all the layoffs and firings, I felt like I couldn&rsquo;t take risks to try new things.&rdquo; Michelle, whose surname is being withheld for job security, says stress ramped up, and she finds it harder to manage her work life now. &ldquo;[I] feel like this will be my life forever,&rdquo; she says.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E&lsquo;Devastating &ndash; economically, socially and much more&rsquo;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe fact that the youngest people in the workplace are struggling to keep their heads above water should alarm everyone.\u003C\u002Fp\u003E\n\u003Cp\u003EIn the short term, Gen Z&rsquo;s stress is leading to ambivalence and withdrawal in their professional lives. According to 2022 data from Gallup, they are the most \u003Ca href=\"https:\u002F\u002Fwww.gallup.com\u002Fworkplace\u002F404693\u002Fgeneration-disconnected-data-gen-workplace.aspx\"\u003Edisengaged group at work\u003C\u002Fa\u003E. They also report more overall stress and work-related burnout than other cohorts. &ldquo;We found that during the pandemic, a good portion of Gen Zers admitted to not giving a full effort at work, which is a symptom of burnout and other workplace behaviours, like disengagement, unclear communication, lack of manager support and loneliness,&rdquo; says Nishizaki.\u003C\u002Fp\u003E\n\u003Cp\u003EIn the long term, this stress and burnout will influence job performance and career growth as well as increase the likelihood that workers will simply quit. It&rsquo;s already a tempting prospect for the youngest workers: in the US, for instance, 61% of US workers who responded to the December 2022 LinkedIn survey are considering leaving their jobs in 2023, leaping to 72% among Gen Zers, by far the most significant group. Globally, McKinsey&rsquo;s research showed 77% of Gen Zers are looking for a new job &ndash; almost double the rate of other respondents.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230215-are-gen-z-the-most-stressed-generation-in-the-workplace-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"During the pandemic, a good portion of Gen Zers admitted to not giving a full effort at work, which is a symptom of burnout and other workplace behaviours – Santor Nishizaki","id":"worklife\u002Farticle\u002F20230215-are-gen-z-the-most-stressed-generation-in-the-workplace-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBy 2025, Gen Z will make up \u003Ca href=\"https:\u002F\u002Fwww.weforum.org\u002Fagenda\u002F2022\u002F05\u002Fgen-z-don-t-want-to-work-for-you-here-s-how-to-change-their-mind\u002F\"\u003E27% of the workforce\u003C\u002Fa\u003E in OECD countries, and \u003Ca href=\"https:\u002F\u002Fwww2.deloitte.com\u002Fus\u002Fen\u002Fpages\u002Fconsumer-business\u002Farticles\u002Funderstanding-generation-z-in-the-workplace.html\"\u003Eone-third\u003C\u002Fa\u003E of the global population. If the majority are too stressed to work, Nishizaki believes it would be &ldquo;devastating &ndash; economically, socially and much more.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, taking the strain off the youngest workers is a challenge for which there is no quick fix, say experts, as the current environment stays in flux.\u003C\u002Fp\u003E\n\u003Cp\u003EWhatever happens outside the office walls, leaders can begin by building what Nishizaki describes as a culture of purpose and impact. &ldquo;Gen Zers want to work for an organisation that offers flexibility, a boss who is a coach and a mentor (rather than a technical expert), frequent communication and clarity on how their work creates a positive impact in the world,&rdquo; he explains. Easing Gen Z&rsquo;s workplace burdens will be impossible without addressing their overall mental health too &ndash; which, like the economy, remains in permacrisis.\u003C\u002Fp\u003E\n\u003Cp\u003ESuch a multi-faceted issue requires an approach on many levels &ndash; but employers have a significant role to play. &ldquo;Companies need to recognise how they&rsquo;re contributing to Gen Z&rsquo;s stress, and in what ways they can help them maintain their mental health,&rdquo; says Filby. She has been heartened by some attempts from older managers fighting to alleviate Gen Zers&rsquo; distress, and keep them in the workplace. Still, she says, there is a long way to go with support.\u003C\u002Fp\u003E\n\u003Cp\u003EGen Z may also need to try to get out of their comfort zones to reduce their stress by speaking out about their struggles. Filby says they are uniquely positioned to do this. &ldquo;Young people are much more willing to articulate what constitutes stress and stress in the workplace.&rdquo; However, this may not be so straightforward, as \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220819-is-workplace-stigma-around-mental-health-struggles-changing\"\u003Emental-health stigma still has a way to go before it is eradicated\u003C\u002Fa\u003E, and younger workers also have the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20221206-can-younger-workers-speak-up-without-managers-bristling\"\u003Eleast leverage in the workplace to speak up\u003C\u002Fa\u003E about what they want and need to ameliorate their situations, both personally and professionally.\u003C\u002Fp\u003E\n\u003Cp\u003EFor now, external factors may mean Gen Z will continue to struggle with stress in the workplace. And it&rsquo;s tough. Michelle, for her part, says she remains isolated from her older colleagues, whom she feels &ldquo;can&rsquo;t relate to her issues with stress&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;I cope by just saying I will eventually find a way out,&rdquo; says Michelle. &ldquo;Currently, I&rsquo;m trying to manifest winning the lottery.&rdquo;&nbsp;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230215-are-gen-z-the-most-stressed-generation-in-the-workplace-8"}],"collection":[],"disableAdverts":false,"displayDate":"2023-02-16T18:12:46Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Are Gen Z the most stressed generation in the workplace?","headlineShort":"The 'permacrisis' hitting Gen Z workers","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Nearly all workers are struggling to cope with economic precarity and professional stress. Yet the youngest workers may be feeling the strain more than anyone.","summaryShort":"Why pressure and stress is especially burning out young employees","tag":[],"textToSpeech":false,"creationDateTime":"2023-02-15T22:00:26.092579Z","entity":"article","guid":"b571a1e5-e1cc-42b4-916a-329fa21f36de","id":"worklife\u002Farticle\u002F20230215-are-gen-z-the-most-stressed-generation-in-the-workplace","modifiedDateTime":"2023-02-16T22:26:44.751829Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20230215-are-gen-z-the-most-stressed-generation-in-the-workplace","cacheLastUpdated":1692600645389},"worklife\u002Farticle\u002F20230111-the-companies-that-churn-through-young-workers":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20230111-the-companies-that-churn-through-young-workers","_id":"64a4617da471ef30c649f6d7","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Some employers look to hire and continually turn over junior employees – sometimes harming young workers’ careers before they’ve even begun.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp dir=\"ltr\"\u003ESarah had always dreamed of working in the fashion industry. Aged 21, she decided to follow her dream, move to London and find a career she loved. &ldquo;Like many young people, my passion was fashion,&rdquo; she says. &ldquo;But the reality wasn&rsquo;t quite so glamorous.&rdquo;\u003C\u002Fp\u003E\n\u003Cp dir=\"ltr\"\u003EAfter working for less than a year in fashion retail, Sarah secured an e-commerce assistant role in the head office of a global luxury brand. In both jobs, she was surrounded by like-minded twenty-somethings, all of whom wanted to succeed in the fashion world. &ldquo;It&rsquo;s like any creative industry: young people always see it as cool to work in,&rdquo; she says. &ldquo;And the perks are great, even in sales: we&rsquo;d get heavily discounted items all the time.&rdquo;\u003C\u002Fp\u003E\n\u003Cp dir=\"ltr\"\u003EHowever, Sarah adds that there was always a high office turnover &ndash; particularly among low-level staff. &ldquo;Young employees would quit all the time: an 18-year-old intern only lasted a week after realising her job was essentially unpaid manual labour, and long hours just carrying and packing away clothing returned from shoots. The interns who lasted months would eventually quit from burnout. There was just a steady churn of young, impressionable workers and nothing was ever done about it &ndash; it just became a test of who had the thickest skin.&rdquo;\u003C\u002Fp\u003E\n\u003Cp dir=\"ltr\"\u003EWhile Sarah lasted in her job for two years, the excitement of working in fashion soon gave way to frustration and tedium: &ldquo;Admin tasks with long hours and bad pay.&rdquo; Without management offering her a clear career trajectory or a sense of progress, she says her job eventually ground her down &ndash; she \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220905-why-people-are-industry-hopping\"\u003Equit\u003C\u002Fa\u003E. &ldquo;Both management and employees knew it was a competitive workplace to be at &ndash; that your job would always be in high demand. If you left, you&rsquo;d be replaced with another young worker excited to be there.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp dir=\"ltr\"\u003EExperts say there are many employers that specifically hire new graduates looking to pursue their passions &ndash; often in competitive, even &lsquo;glamourous&rsquo; careers. In some cases, this can be great for these workers, who are looking for a way into an industry of their dreams. Sometimes, however, young employees can get ground down in low-paying, demanding roles, as employers know that vacancies will always be hotly desired. These situations can leave early-career workers, hoping to establish themselves, making them vulnerable to burnout or disillusionment right at the start of their careers.\u003C\u002Fp\u003E\n\u003Cp dir=\"ltr\"\u003E\u003Cstrong\u003E&lsquo;Unclouded by experience&rsquo;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp dir=\"ltr\"\u003EMany jobs are set up with the expectation that younger workers will grow into them. There are often clear paths for promotion and goals to reach; sometimes companies even offer mentorship and development programmes to guide entry-level employees up the ladder. Even if the climb can be a slog, many employers want to invest in workers to stay with an organisation.&nbsp;\u003C\u002Fp\u003E\n\u003Cp dir=\"ltr\"\u003EYet experts say there are other companies that take a different tack &ndash; setting up infrastructures in which they hire young employees that have little, if any, opportunity for upward trajectory, and then load them up with demanding tasks. In these situations, employers often expect that these young workers will leave the organisation at some point &ndash; whether it&rsquo;s because they&rsquo;re at a dead-end or they&rsquo;ve burnt out from the position. Then, they are generally replaced by other young workers, destined for the same fate.&nbsp;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20230111-the-companies-that-churn-through-young-workers-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"There was just a steady churn of young, impressionable workers and nothing was ever done about it – it just became a test of who had the thickest skin – Sarah","id":"worklife\u002Farticle\u002F20230111-the-companies-that-churn-through-young-workers-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp dir=\"ltr\"\u003EOf course, young employees are often expected to \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220701-does-grinding-hard-now-earn-work-life-balance-later\"\u003Egrind out the early years\u003C\u002Fa\u003E of their careers by showing ambition, persistence and resilience in the workplace &ndash; in some sense, &lsquo;\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20211025-should-young-workers-still-have-to-pay-their-dues\"\u003Epaying their dues\u003C\u002Fa\u003E&rsquo;. Not every young worker without an explicit growth path is at a company that intentionally churns through entry-level talent, says Helen Hughes, associate professor at Leeds University Business School, UK. She points to public relations, for instance, where starting, lower-paid roles &ldquo;fit into a person&rsquo;s career trajectory: the expectation is that in the early stages, you have to take junior roles before you can progress&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003EYet some decide to establish what Hughes calls a &ldquo;short-sighted model\". There are many reasons companies choose to churn through young workers, instead of investing in them.&nbsp;\u003C\u002Fp\u003E\n\u003Cp dir=\"ltr\"\u003EFirst, there are the financial implications. Fresh grads begin at the bottom of the ladder on starting salaries, and don&rsquo;t have the same compensation expectations of experienced employees. &ldquo;Employers often hire graduates because they can pay them less,&rdquo; says Dominik Ra&scaron;kaj, marketing manager at job listings site Posao.hr, based in Croatia. &ldquo;It&rsquo;s effectively a source of cheap, undervalued labour.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EAdditionally, entry-level workers may be more malleable and willing to accept certain working conditions. &ldquo;The less experienced the employee is, the more open-minded and generally accepting they are of a work environment,&rdquo; says Hughes. &ldquo;They&rsquo;re unclouded by experience, which brings advantages to an employer &ndash; they&rsquo;re easier to mould.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230111-the-companies-that-churn-through-young-workers-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20230111-the-companies-that-churn-through-young-workers-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp dir=\"ltr\"\u003EHowever, this can leave young workers looking to break into a career susceptible to \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20221202-the-workers-lured-into-oversold-jobs\"\u003Emis-sold jobs\u003C\u002Fa\u003E or \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220506-the-toxic-cut-throat-culture-that-drives-out-workers\"\u003Etoxic working environments\u003C\u002Fa\u003E. &ldquo;Graduates can find themselves vulnerable to exploitation where they haven&rsquo;t acquired the experience to know what&rsquo;s OK and what&rsquo;s not,&rdquo; says Hughes. &ldquo;Graduates can get a sense that it&rsquo;s really competitive, so they feel desperate to accept a challenging role that may not have the best conditions.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E&lsquo;It can warp someone&rsquo;s view&rsquo;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp dir=\"ltr\"\u003EIn these situations, the short-term risk is burnout. Workers may find themselves burdened with long hours, massive workloads or menial tasks, and, due to their lack of seniority, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20221206-can-younger-workers-speak-up-without-managers-bristling\"\u003Eunable to advocate for themselves\u003C\u002Fa\u003E. It can leave workers frustrated at best, or in cases like Sarah&rsquo;s, under a lot of stress.\u003C\u002Fp\u003E\n\u003Cp dir=\"ltr\"\u003EMany, however, feel like they don&rsquo;t have a choice but to stick it out, especially if they&rsquo;re trying to break into certain industries with high barriers to entry. For young workers desperate to establish themselves in a competitive career, faced with long hours and bad working conditions, the effects can be insidious.&nbsp;\u003C\u002Fp\u003E\n\u003Cp dir=\"ltr\"\u003E&ldquo;Some might decide to stay and burn themselves out because they&rsquo;re early-career,&rdquo; says Hughes. &ldquo;But without past experiences to benchmark against, the risk is they accept this is what the workplace entails, bad conditions become normalised and the young worker ends up thinking this is all they&rsquo;re worth.&rdquo;\u003C\u002Fp\u003E\n\u003Cp dir=\"ltr\"\u003EThis can have longer-term knock-on effects for these young workers, souring their expectations of what it means to be in the workforce at all. &ldquo;You see workers begin to withdraw, hold back the effort and display \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220825-why-quiet-quitting-is-nothing-new\"\u003Equiet quitting\u003C\u002Fa\u003E behaviours,&rdquo; says Jim Harter, chief scientist for workplace management and wellbeing at US analytics-firm Gallup. &ldquo;It can warp someone&rsquo;s view of what a career means, and their relationship with work.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230111-the-companies-that-churn-through-young-workers-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Graduates can find themselves vulnerable to exploitation where they haven’t acquired the experience to know what’s OK and what’s not – Helen Hughes","id":"worklife\u002Farticle\u002F20230111-the-companies-that-churn-through-young-workers-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp dir=\"ltr\"\u003E&ldquo;Graduates can be so worried about getting a job that they think any will do,&rdquo; adds Hughes. But working long, hard hours on bad pay with no end in sight creates long-term consequences. &ldquo;You adjust to the norm around you &ndash; bad norms &ndash; right at the beginning of your career.&rdquo;\u003C\u002Fp\u003E\n\u003Cp dir=\"ltr\"\u003EThe good news is the current employee-favourable job market can give young workers options if they find they&rsquo;re in an exploitative position with no path to advance, or that&rsquo;s becoming highly taxing. &ldquo;There are now also more questions being asked about graduate jobs,&rdquo; says Hughes. &ldquo;And there&rsquo;s more calling out of bad work practices on social media, meaning there&rsquo;s greater pressure for organisations that don&rsquo;t look after their young employees to change.&rdquo;\u003C\u002Fp\u003E\n\u003Cp dir=\"ltr\"\u003EHowever, even in the age of staffing shortages and online reviews, many of these tough environments will endure. This means the burden may fall to entry-level employees to recognise when they&rsquo;re in a bad position. But identifying this may be easier said than done, since employees with little workforce experience may not know what&rsquo;s standard in a junior role, versus what may be a step too far.\u003C\u002Fp\u003E\n\u003Cp dir=\"ltr\"\u003ESarah, for her part, did recognise that her job had pushed her to the breaking point and left. But instead of moving within the industry, she took another path. She now works for a creative agency outside of fashion. She says she's much happier in her new role that offers clear progression, challenging work and varied daily tasks. &ldquo;[Fashion] may have sounded like an impressive place to work,&rdquo; she says, &ldquo;but I realised it&rsquo;s more important to have a fulfilling job than a cool name on a CV.&rdquo;\u003C\u002Fp\u003E\n\u003Cp dir=\"ltr\"\u003E\u003Cem\u003ESarah&rsquo;s surname is being withheld for career considerations\u003C\u002Fem\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230111-the-companies-that-churn-through-young-workers-6"}],"collection":null,"disableAdverts":false,"displayDate":"2023-01-12T19:13:26Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The companies that churn through young workers","headlineShort":"The companies that burn out young grads","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Some employers look to hire and continually turn over junior employees – sometimes harming young workers’ careers before they’ve even begun.","summaryShort":"\"There was just a steady churn of young, impressionable workers\"","tag":[],"textToSpeech":false,"creationDateTime":"2023-01-11T20:27:40.197446Z","entity":"article","guid":"5e299c19-7217-40fd-b75d-b37942dd40e6","id":"worklife\u002Farticle\u002F20230111-the-companies-that-churn-through-young-workers","modifiedDateTime":"2023-01-11T22:34:06.550752Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20230111-the-companies-that-churn-through-young-workers","cacheLastUpdated":1692600645388},"worklife\u002Farticle\u002F20221013-why-gen-z-are-right-to-be-worried-about-money":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20221013-why-gen-z-are-right-to-be-worried-about-money","_id":"64a4617da471ef2ebf29eca0","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Everyone is feeling stress from rising costs and an uncertain economy. For Gen Z, the effects are particularly acute, and impacting how they live now and may be able to in the future.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"Body\"\u003EIn 2021, Lauren moved from Birmingham, UK, to London to advance her early career in healthcare. Before relocating, Lauren, 25, was working for the NHS as a theatre support worker, a position paying &pound;20,000 ($22,380). Her new London-based job bumped her salary to &pound;38,000. But even with the increase in pay, Lauren still has trouble balancing her finances.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EAs the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fav\u002Fbusiness-62570339\"\u003Ecost of living and inflation skyrocket in the UK\u003C\u002Fa\u003E, Lauren says she&rsquo;s still unable to put away money &ndash; or is even interested in trying to save &ndash; and often goes overdrawn on her bank account for basic purchases. &ldquo;I was basically on minimum wage. Now, I&rsquo;m on a pretty decent wage, especially for my age, but I&rsquo;m always on overdraft,&rdquo; says Lauren. Her pay may be &ldquo;decent&rdquo;, but it&rsquo;s not sufficient to for London &ndash; and not because Lauren is spending frivolously. &ldquo;For the past year I&rsquo;ve been in London, by the time I get to mid-month, I&rsquo;m using my overdraft, and I&rsquo;m quite comfortable with that now.&rdquo;\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003ELauren envisages buying a home as she gets older, but is less than clear on how &ndash; or if &ndash; she&rsquo;ll be able to get there. Her financial situation has kept her from planning for the long-term. &ldquo;I don&rsquo;t massively think about too many years into the future ... I&rsquo;ll just keep going to work, and maybe I&rsquo;ll buy a house at some point somewhere, and that&rsquo;s about the limit of what I kind of get myself into.&rdquo;\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EThe story is largely the same for young people in other countries also feeling the effects of the rising cost of living. Maddie, a 25-year-old based in Pennsylvania, US, works as a wellness coordinator at a senior-living home. Despite having a degree in exercise science, her pay cheque isn&rsquo;t going far enough.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E&ldquo;I only get paid $17 an hour, and my max hours are 35 per week. My rent is $850 a month. Plus my car, my internet, everything you need to live. It&rsquo;s like I&rsquo;m barely scraping by lately,&rdquo; says Maddie. She&rsquo;s considered working a second gig-economy job to supplement her wages, but the price of gas near her is high enough to make her wonder if it&rsquo;s worth it. &ldquo;It feels like there&rsquo;s no end in sight, and like it&rsquo;s never going to get any better.&rdquo;\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EAcross the world, many Gen Zers, like Lauren and Maddie, are in similar financially insecure positions, report feeling the squeeze from the current economic instability. Data from \u003Ca href=\"https:\u002F\u002Fwww2.deloitte.com\u002Fcontent\u002Fdam\u002FDeloitte\u002Fglobal\u002FDocuments\u002Fdeloitte-2022-genz-millennial-survey.pdf\"\u003EDeloitte&rsquo;s 2022 global Gen Z and Millennial Survey\u003C\u002Fa\u003E shows that a third of Gen Z respondents worry about the cost of living above all other concerns; 45% live pay-cheque-to-pay-cheque, and just more than a quarter doubt they&rsquo;ll retire comfortably.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EAlthough \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fbusiness-61830923\"\u003Ethe effects of an unstable economy impact everyone\u003C\u002Fa\u003E, Gen Z &ndash; those born roughly between 1997 and 2012 &ndash; are particularly worried about money. As they are just establishing themselves, their finances are taking a hit in the short term, which could trickle down to how they are &ndash; or aren&rsquo;t &ndash; able to forge their paths and plan their futures. And unfortunately, say experts, they are right to be concerned.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20221013-why-gen-z-are-right-to-be-worried-about-money-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"left","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20221013-why-gen-z-are-right-to-be-worried-about-money-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"Body\"\u003E\u003Cstrong\u003E&lsquo;What&rsquo;s the point of putting in the time and effort?&rsquo;\u003Cbr \u002F\u003E\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EEven before the current economic conditions developed, younger generations were facing greater struggles than their parents to overcome financial challenges and prepare themselves to hit important milestones like homeownership.&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EFor instance, research on the US and southern Europe from the World Economic Forum's Centre for the New Economy and Society has shown that \u003Ca href=\"https:\u002F\u002Fwww.weforum.org\u002Fagenda\u002F2022\u002F01\u002Fyounger-generations-homeownership-housing-market-wealth-inequality\u002F\"\u003Eyounger generations are far less likely to own their own homes\u003C\u002Fa\u003E than older generations were at the same age. There are several reasons for this, but a key issue is that the price of the median home has been gradually increasing relative to the median income. It&rsquo;s not that younger generations don&rsquo;t \u003Cem\u003Ewant \u003C\u002Fem\u003Eto own, according to researcher Gonzalo Paz-Pardo, senior economist at the European Central Bank &ndash; it&rsquo;s that they can&rsquo;t.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EIn tandem, younger generations&rsquo; wages also aren&rsquo;t going as far as they did. In the US, despite general wage increases throughout the past five decades, the cost of living has far outstripped the pace of pay rises. It&rsquo;s particularly acute for the youngest generation: some analyses show that in the US, \u003Ca href=\"https:\u002F\u002Fwww.consumeraffairs.com\u002Ffinance\u002Fcomparing-the-costs-of-generations.html\"\u003EGen Z have about 86% less buying power than Baby Boomers\u003C\u002Fa\u003E did at the same age.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EThe pandemic has piled on financial hardship. US survey data from 2021, conducted by financial-comparison service Bankrate, has shown the pandemic has made 59% of young people &ndash; aged 18 to 35 &ndash; more \u003Ca href=\"https:\u002F\u002Fwww.bankrate.com\u002Fpersonal-finance\u002Fsurveys-financial-milestones-2021\u002F\"\u003Elikely than older generations to put off life milestones\u003C\u002Fa\u003E. This figure was 40% for those aged 35 to 55, and went down to 23% for respondents 55 or older.&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EAnd now, today&rsquo;s increasingly precarious economic conditions are exacerbating the struggles of young people, who are just starting out.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EGlobal inflation has made the daily lives of billions of people more difficult, as costs soar. According to data from Refinitive and the National Statistics Offices, \u003Ca href=\"https:\u002F\u002Fwww.ft.com\u002Fcontent\u002F088d3368-bb8b-4ff3-9df7-a7680d4d81b2\"\u003EAugust 2022 figures for consumer price inflation\u003C\u002Fa\u003E in the UK and US were 9.9% and 8.3%, respectively. The same data shows that in Argentina, the situation is more extreme, with inflation soaring to 78.5%; Turkey is experiencing a nearly 80% price spike. Energy prices have also risen to crisis levels in some countries &ndash; \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fuk-wales-62824123\"\u003Ea problem particularly acute in the UK\u003C\u002Fa\u003E. Additionally, higher interest rates are driving the threat of a looming recession.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003ESeattle, US-based Tori Dunlap, founder of financial-education company Her First $100K and author of Financial Feminist, says the global economic situation is indeed putting pressure on all generations. Yet Dunlap, who works primarily with younger women to help them with money-management strategies, sees Gen Z experiencing unique pains from these rising costs &ndash; which will ultimately hurt them in terms of creating key building blocks for their financial futures.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20221013-why-gen-z-are-right-to-be-worried-about-money-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"As they’re getting their career started, we're concerned about the lasting disadvantages that they'll have that limit their ability to establish financial security throughout adulthood – Kassandra Martinchek","id":"worklife\u002Farticle\u002F20221013-why-gen-z-are-right-to-be-worried-about-money-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"Body\"\u003EAs Gen Zers are just entering adulthood, transitioning into the workforce from university, she says the unstable economy is affecting their ability to pay off debt, and even keeping them from establishing credit history they&rsquo;ll need to build their futures. An inability to save may also set them up to take on more debt in the future, she adds; for instance, many Gen Zers aren&rsquo;t able to put aside money into an essential emergency fund, save money to buy a house, build a family or retire.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EThe proliferation of student debt for young people is also a factor preventing Gen Z from saving. In both the US and UK, Gen Z are carrying high loan balances &ndash; more than millennials and Gen Xers. In the US, for instance, the average Gen Zer owes roughly \u003Ca href=\"https:\u002F\u002Fwww.stlouisfed.org\u002Fon-the-economy\u002F2022\u002Faug\u002Fhow-does-gen-z-student-debt-compare-millennials\"\u003E$20,900 in student loan debt\u003C\u002Fa\u003E, which is a 14% increase on what millennials owe. Additionally, more Gen Zers carry this debt &ndash; roughly 36% of Gen Zers aged 20 to 25 have student loan debt, five percentage points higher than millennials. And in the UK, although there is a stronger scheme for student-debt repayment compared to the US, \u003Ca href=\"https:\u002F\u002Fwww.economicsobservatory.com\u002Fus-student-debt-forgiveness-should-the-uk-follow-suit\"\u003Estudent-debt figures exceed &pound;40,000 ($45,110) for undergraduate borrowers\u003C\u002Fa\u003E &ndash; roughly double the average of American students.&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EMaddie has around $25,000 (&pound;22,560) in student-loan debt, which she has deferred payment on since graduating in 2019. She was able to save money by living at home while attending an in-state university, which are often less expensive than out-of-state or private universities, but she still owes a sum she sees as insurmountable to repay.&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E&ldquo;I just pretend like it doesn&rsquo;t exist,&rdquo; says Maddie. She&rsquo;s unsure if she qualifies for the recent \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fworld-us-canada-62664181\"\u003Edebt relief announced by President Biden\u003C\u002Fa\u003E and, at this point, has not felt motivated to check. &ldquo;Everyone&rsquo;s going to be in debt their whole life. I don&rsquo;t want to be, but I have this feeling that no matter what I do, no matter how hard I work, there&rsquo;s always going to be some kind of debt that I have.&rdquo;\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E\u003Cstrong\u003EA worrying bellwether\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EKassandra Martinchek, research associate at the US-based non-profit thinktank Urban Institute Center on Labor, Human Services and Population, says the past experiences of millennials can be used as a bellwether for how Gen Z may fare in the future.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EMartinchek&rsquo;s research has shown millennials have experienced &ldquo;long-term employment and earnings scarring&rdquo; from entering the workforce amid a recession. For one, she says the global Great Recession of 2008 caused millennials to face several years of low wages, which meant they struggled to lay the foundation and create the building blocks for their futures. And research shows that even a decade after millennials started their careers, they \u003Ca href=\"https:\u002F\u002Fwww.nber.org\u002Fpapers\u002Fw27516\"\u003Eearned less and had lower employment levels\u003C\u002Fa\u003E than earlier generations who didn&rsquo;t experience a recession.&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003ESo, as Gen Z are also entering the workforce amid uncertain economic times &ndash; pandemic turbulence as well as a looming recession &ndash; she believes they may be primed to experience similar effects. &ldquo;As they&rsquo;re getting their career started,&rdquo; says Martinchek, &ldquo;we're concerned about the lasting disadvantages that they'll have that limit their ability to establish financial security throughout adulthood.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20221013-why-gen-z-are-right-to-be-worried-about-money-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20221013-why-gen-z-are-right-to-be-worried-about-money-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"Body\"\u003EIf this plays out, this situation can not only harm Gen Z&rsquo;s practical prospects and future opportunities, but some research has also shown \u003Ca href=\"https:\u002F\u002Fwww.bloomberg.com\u002Fnews\u002Farticles\u002F2022-09-06\u002Fpressure-to-reach-life-milestones-affecting-younger-generations-more-research?sref=lgADY7dy\"\u003Ethis inability to reach milestones is taking a psychological toll\u003C\u002Fa\u003E, as young people feel the pressure to hit these goals, yet don&rsquo;t have the resources to do so. August 2022 research on &ldquo;milestone anxiety&rdquo;, conducted by UK-based relationship-support network Relate, \u003Ca href=\"https:\u002F\u002Fwww.relate.org.uk\u002Fget-help\u002Fmilestone-anxiety-rise-among-millennials-and-gen-z\"\u003Eshowed 83% of Gen Zers are feeling the pressure to hit milestones,\u003C\u002Fa\u003E compared to 77% of millennials and 66% of over-75s who reported feeling this way when they were younger.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EIn other knock-on effects, money stress can also affect Gen Z&rsquo;s ability to form a strong sense of identity, believes Dunlap. &ldquo;Everything about money is emotional and psychological, and if you are financially struggling, it&rsquo;s going to impact every single area of your life. It&rsquo;s going to impact your relationship to yourself, your relationships to others,&rdquo; she says. &ldquo;Gen Z is still looking for their identity, and [now] they have the financial pressure that keeps them from discovering it.&rdquo; Along with managing stress linked to financial instability, Dunlap says the economy is also impacting social behaviours, like the inability to go out with friends &ndash; formative experiences younger people need to thrive.\u003Cstrong\u003E&nbsp;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EUltimately, we could see large swaths of a generation that never achieve the financial security their parents did, and are constantly feeling stress as a result. And, given the enormity of the task to find solid financial footing and build a future, many Gen Zers are finding themselves with similar attitudes to Lauren and Maddie &ndash; a feeling of defeat and a demoralising, permanent uphill climb that&rsquo;s difficult to reckon with.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E&ldquo;I moved out and I guess I didn&rsquo;t really have a sense of what the real world was like. I knew I had to pay bills, and I felt I was ready for that. But I didn&rsquo;t expect the world to crash a year after I moved out,&rdquo; says Maddie. &ldquo;It&rsquo;s hard to see past month to month. Everyone asks what you want to do in five or 10 years. I have no idea because I don&rsquo;t know what the world is going to be like in five to 10 years.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20221013-why-gen-z-are-right-to-be-worried-about-money-6"}],"collection":null,"disableAdverts":false,"displayDate":"2022-10-14T13:04:58Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why Gen Z are right to be worried about money","headlineShort":"Gen Z's bleak financial future","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Everyone is feeling stress from rising costs and an uncertain economy. For Gen Z, the effects are particularly acute, and impacting how they live now and may be able to in the future.","summaryShort":"Everyone is feeling stress from rising costs. But Gen Z are particularly worried","tag":[],"textToSpeech":false,"creationDateTime":"2022-10-13T20:35:38.952747Z","entity":"article","guid":"ef7d1a01-d3bf-45db-a597-1c473dc7bef3","id":"worklife\u002Farticle\u002F20221013-why-gen-z-are-right-to-be-worried-about-money","modifiedDateTime":"2022-10-13T21:58:12.649382Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20221013-why-gen-z-are-right-to-be-worried-about-money","cacheLastUpdated":1692600645389},"worklife\u002Farticle\u002F20230307-did-me-too-change-the-workplace-for-gen-z":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20230307-did-me-too-change-the-workplace-for-gen-z","_id":"64a4617ea471ef30a70f6e35","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fmaddy-savage"],"bodyIntro":"Gen Z are the first generation to start their careers in a post-Me Too era. But how much the anti-harassment movement really shifted workplace culture is still up for debate.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ELike many women, I remember watching the Me Too movement mushroom as I scrolled through Facebook and Twitter in October 2017. While the hashtag #MeToo was first used in 2006 by black feminist activist \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fworld-46393369\"\u003ETarana Burke\u003C\u002Fa\u003E, who wanted to tackle sexual violence within her own community, it gained momentum following \u003Ca href=\"https:\u002F\u002Ftwitter.com\u002FAlyssa_Milano\u002Fstatus\u002F919659438700670976?s=20\"\u003Ea viral tweet\u003C\u002Fa\u003E by actress Alyssa Milano after \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fentertainment-arts-41594672\"\u003EHarvey Weinstein&rsquo;s crimes were exposed.\u003C\u002Fa\u003E Women around the world also began posting about how the misuse of power and privilege enabled sexual misconduct in the workplace.\u003C\u002Fp\u003E\n\u003Cp\u003EFor many women in the workforce, the Me Too movement triggered conversations about the inappropriate (and often illegal) behaviours we&rsquo;d encountered in our own careers, prompting a mix of anger, catharsis and, for some, \u003Ca href=\"https:\u002F\u002Finews.co.uk\u002Fnews\u002Fuk\u002Fmetoo-movement-triggering-flashbacks-negative-feelings-126302\"\u003Epainful re-lived trauma\u003C\u002Fa\u003E. But that wasn&rsquo;t the case for Gen Z who were still children or teenagers. Born between 1996 and 2012, only the oldest, now workforce-aged, were in university, or applying for their first jobs, when #MeToo trended across social media and grabbed headlines.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;I think that for myself and the majority of my peers, we didn't quite link the movement to the workforce,&rdquo; says Scott Millar, 22, who runs an ed-tech start-up in Brisbane, Australia, and is a public speaker on Gen Z&rsquo;s role in the workplace. &ldquo;At the time, I remember us thinking it was more about sexual harassment in Hollywood, and it was more of an issue confined to the rich and famous.&rdquo; Miller only became aware of the broader impact via his teachers, and through the business conferences he began to attend as he started his company while he was still in high school.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EDanielle Farage, a speaker and influencer on Gen Z and work, was still an undergraduate at the University of Southern California when the movement took off. She says her peer group was aware of Me Too&rsquo;s significance from the start though, especially due to her school&rsquo;s proximity to Hollywood, and subsequent allegations on her own campus. &ldquo;That did raise a lot of concerns, but there was also a sense of optimism that things were going to get better for our generation as we started work,&rdquo; says the now-24-year-old.\u003C\u002Fp\u003E\n\u003Cp\u003EBut other Zoomers failed to connect with the Me Too movement at all, says Anne Boysen, a futurist and Gen Z expert based in Austin, Texas. Some were simply &ldquo;too young to have understood&rdquo; the sexual crimes that Me Too campaigners were focussed on, she says. The fact that the movement grew exponentially after &ldquo;a lot of privileged, mostly white, women&rdquo; who were &ldquo;already in high places&rdquo; started voicing their concerns, also made it harder for some young people to see how it could possibly shape their own future life experiences, says Boysen.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EGen Z are now in a unique position, as the first generation to have their entire adult careers develop in a post-Me Too era. The oldest members, like Farage and Millar, are a few years into their first full-time jobs, while others are still years on from entering the workforce. But it&rsquo;s tricky to measure how much companies have shifted their cultures in the wake of Me Too, and what impact this is having on Gen Z&rsquo;s early career experiences.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20230307-did-me-too-change-the-workplace-for-gen-z-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0f797lb"],"imageAlignment":"centre","imageOrientation":"square","id":"worklife\u002Farticle\u002F20230307-did-me-too-change-the-workplace-for-gen-z-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EPolicies and paperwork\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EOn paper, at least, young people are largely entering organisations that have become &ldquo;much more conscious about the repercussions of bad behaviour at work&rdquo;, says New York-based organisational psychologist and author Tomas Chamorro-Premuzic. Most large businesses now provide mandatory training designed to prevent workplace harassment, he says, and encourage employees to speak out if they experience or witness unacceptable behaviours. &ldquo;I think most employees today feel more empowered that they're able to [speak out] than they were before the Me Too era,&rdquo; he says.\u003C\u002Fp\u003E\n\u003Cp\u003EResearch suggests that Me Too has \u003Ca href=\"https:\u002F\u002Fwww.reuters.com\u002Farticle\u002Fus-usa-metoo-ceos-idUKKBN1XU2E7\"\u003Edriven an increase in CEO firings\u003C\u002Fa\u003E for sexual misconduct, and that, compared with five years ago, workers are more confident that speaking out about sexual harassment or assault will have an impact. A 2022 study for the Pew Research Centre in the US showed that roughly seven out of 10 people polled believe \u003Ca href=\"https:\u002F\u002Fwww.pewresearch.org\u002Fsocial-trends\u002F2022\u002F09\u002F29\u002Fmore-than-twice-as-many-americans-support-than-oppose-the-metoo-movement\u002F\"\u003Ebad actors are more likely to be held responsible for these types of behaviours in the workplace\u003C\u002Fa\u003E, and at least six out of 10 think accusers are more likely to be believed than they would have been in 2017. In a similar poll for a major union federation in England and Wales, seven out of 10 people who participated agreed that \u003Ca href=\"https:\u002F\u002Fwww.tuc.org.uk\u002Fnews\u002F7-10-say-metoo-has-allowed-people-be-more-open-about-sexual-harassment-tuc-poll-reveals-0\"\u003EMe Too had allowed employees to be more open about sexual harassment\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EThere have been significant legal developments as well. In the US, \u003Ca href=\"https:\u002F\u002Fwww.forbes.com\u002Fsites\u002Ftomspiggle\u002F2022\u002F02\u002F16\u002Fcongress-passes-new-law-ending-forced-arbitration-for-sexual-harassment-and-assault-claims\u002F?sh=13cbbfd62289\"\u003Ea new law\u003C\u002Fa\u003E means that employees alleging harassment can&rsquo;t be forced into confidential &ndash; rather than open &ndash; arbitration proceedings. \u003Ca href=\"https:\u002F\u002Fogletree.com\u002Finternational-employment-update\u002Farticles\u002Fnovember-2019\u002Fsouth-korea\u002F2019-10-31\u002Fsouth-koreas-new-workplace-harassment-laws\u002F\"\u003EEmployers in South Korea\u003C\u002Fa\u003E are now legally bound to investigate any harassment claims involving their staff (including at off-site locations such as karaoke bars), while \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Fworld\u002F2022\u002Faug\u002F25\u002Fspain-only-yes-means-yes-sexual-consent-bill-expected-to-become-law\"\u003ESpain has toughened its definition of consent\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EMany employees themselves have also initiated changes to company culture in the wake of Me Too. This includes setting up women&rsquo;s support groups and organising \u003Ca href=\"https:\u002F\u002Fwww.bizbash.com\u002Fproduction-strategy\u002Fopinion-experts\u002Fmedia-gallery\u002F13482988\u002Fcreating-authentic-events-for-women-in-the-era-of-metoo\"\u003Ewomen-focused events\u003C\u002Fa\u003E, focused on tackling workplace harassment, and empowering more women to take on management positions, which research suggests \u003Ca href=\"https:\u002F\u002Fonlinelibrary.wiley.com\u002Fdoi\u002Fabs\u002F10.1002\u002Fbse.2505\"\u003Ecan help limit workplace harassment\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230307-did-me-too-change-the-workplace-for-gen-z-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"I think most employees today feel more empowered that they're able to [speak out] than they were before the Me Too era – Tomas Chamorro-Premuzic","id":"worklife\u002Farticle\u002F20230307-did-me-too-change-the-workplace-for-gen-z-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E&ldquo;It started a lot of creativity and a sense of &lsquo;no taboo, no limit, everything's possible now&rsquo;&rsquo;,&rdquo; says Im&egrave;ne Maharzi, a 45-year-old Paris-based start-up advisor and mentor, who founded a platform to help promote financial independence for women in 2018. She says that she felt a renewed sense of empowerment as female colleagues of all ages began pushing for change. When she started out in her career, &ldquo;nobody would have ever listened if [an intern] pushed a topic on the agenda&rdquo; during a team meeting. But post-Me Too, younger colleagues no longer &ldquo;wait to be allowed to initiate actions and open conversations&rdquo;, about topics like harassment, and work to help create better workplace experiences for future generations.\u003C\u002Fp\u003E\n\u003Cp\u003EPolls also indicate that current support for the Me Too movement is even stronger among Gen Z than millennials and older generations &ndash; a sign that young people entering the workforce remain committed to its goals. The Pew Research Center study showed 64% of 18-to-29 year olds who&rsquo;d heard of the movement said they supported it, with women younger than 30 showing more support for the movement than any other group.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA confusing landscape\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EDespite these strides, Me Too&rsquo;s impact has been more muted than many of the movements advocates initially hoped.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EInappropriate workplace behaviours remain prevalent, according to polls. Almost two out of three women and about one in three men \u003Ca href=\"https:\u002F\u002Fwww.theshiftworkshop.com\u002F2022studyaccess\"\u003Esaid they&rsquo;d experienced sexual harassment in the workplace during the past three years\u003C\u002Fa\u003E, in a recent survey for US HR consultancy firm The Shift Workshop. Notably, the majority said their workplaces had offered training on the problem during the same period.\u003C\u002Fp\u003E\n\u003Cp\u003EChamorro-Premuzic says this feeds into a large body of behavioural science that suggests there is often a &ldquo;gap between what people say and what they do.&rdquo; In the context of Me Too, it&rsquo;s clear that &ldquo;not all the companies that say they want an inclusive culture and that they're not going to tolerate toxicity &hellip; actually manage to do it.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003ESimilarly, despite polls suggesting workers feel more confident that sexual harassers will be held to account, that doesn&rsquo;t mean that everyone who&rsquo;s experienced inappropriate or illegal behaviour in the workplace has felt comfortable reporting it. A 2019 survey for the Young Women&rsquo;s Trust charity in the UK found that 25% of 18-to-30 year olds \u003Ca href=\"https:\u002F\u002Fwww.youngwomenstrust.org\u002Four-research\u002Fyoung-women-demand-urgent-action-on-sexual-harrassment\u002F\"\u003Efeared they could lose their jobs by speaking out\u003C\u002Fa\u003E about harassment. Academic research by several North American Universities in 2021 \u003Ca href=\"https:\u002F\u002Fwww.tandfonline.com\u002Fdoi\u002Ffull\u002F10.1080\u002F14719037.2021.2000220\"\u003Esuggested employees remain reluctant to oppose male leaders\u003C\u002Fa\u003E who engage in unethical behaviours in the workplace (conversely, women tend to receive more internal pushback, a likely result of gender norms and biases).\u003C\u002Fp\u003E\n\u003Cp\u003EChamorro-Premuzic, who recently wrote the book Why Do So Many Incompetent Men Become Leaders?, says it&rsquo;s also important to recognise that middle-aged men still dominate senior management. They advanced in their careers at a time when sexism was more rife and sexual misconduct was more common, he says, plus many might have been promoted for impressing their male peers, &ldquo;not on the basis of whether they are competent and ethical&rdquo;.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230307-did-me-too-change-the-workplace-for-gen-z-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0f79b0f"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20230307-did-me-too-change-the-workplace-for-gen-z-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThis, argues Chamorro-Premuzic, means that there is still a significant number of leaders and employees who haven&rsquo;t embraced the post-Me Too culture shift. Others, he points out, have rejected it entirely. &ldquo;They feel that there is like a &lsquo;woke&rsquo; crusade against toxic masculinity, and everybody is out to get them,&rdquo; he says.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThere&rsquo;s also anecdotal evidence that long-standing &lsquo;industry norms&rsquo; mean certain sectors remain more &ldquo;toxic&rdquo; than others, says London-based organisational psychologist Jason David Phillips. Aged 28, he offers early career stress management coaching to Gen Z workers.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EDuring the Me Too years, he worked in public relations, where he saw first-hand how the reality of gendered workplace pressures manifests. He says employees in the PR industry have long been expected to network and &ldquo;people please&rdquo; with current and potential clients. This, he argues, doesn&rsquo;t always result in the kind of \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20181129-yes-you-should-really-be-yourself-at-work\"\u003Epsychological safety\u003C\u002Fa\u003E required for staff to feel comfortable reporting any kind of mistreatment, from sexual harassment to bullying.\u003C\u002Fp\u003E\n\u003Cp\u003EDanielle Farage agrees that sexual harassment and abuse is still &ldquo;widely accepted as a norm&rdquo; in certain industries. She says she&rsquo;s already come across it on numerous occasions during her short career in the male-dominated tech sector. A man she described as a &ldquo;very high-powered executive&rdquo; non-consensually touched her rear when they were on a dance floor during an industry event, she says, and told her he wanted to dance. Another time, she says, a former male superior approached her at a private party. He kissed her on the cheek twice, which she says made her feel deeply uncomfortable.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EFarage argues these kinds of experiences can be confusing for a generation that&rsquo;s grown up in the shadow of Me Too. Plus, it hasn&rsquo;t helped that many Gen Zers also started their careers during the pandemic, so they had fewer opportunities to build a trusted network of peers or mentors. &ldquo;I entered the workforce personally at a time when forced remote work was the thing. I didn't have the opportunity to go to an office,&rdquo; she says. &ldquo;I didn't have the opportunity to meet women who had been in the workforce longer than me to be able to talk about these things.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230307-did-me-too-change-the-workplace-for-gen-z-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"I didn't have the opportunity to meet women who had been in the workforce longer than me to be able to talk about these things – Danielle Farage","id":"worklife\u002Farticle\u002F20230307-did-me-too-change-the-workplace-for-gen-z-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EGen Zers who are starting work now may also be doing so with slightly less optimistic expectations around sexual harassment than those who started their careers immediately after the Me Too Movement peaked, suggests Chamorro-Premuzic. This is because they are aware that while some high profile figures, like Weinstein, have been punished for their crimes, they also know that plenty of others have been able to continue in their careers, despite being publicly accused of sexual misdemeanours (prompting some media to even declare that \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2022\u002F05\u002F18\u002Fopinion\u002Famber-heard-metoo.html\"\u003EMe Too was over\u003C\u002Fa\u003E).\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EGen Z&rsquo;s fight for change\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EGen Zers tend to be more committed to \u003Ca href=\"https:\u002F\u002Fwww.oliverwymanforum.com\u002Fcontent\u002Fdam\u002Foliver-wyman\u002Fow-forum\u002Ftemplate-scripts\u002Fa-gen-z\u002Fpdf\u002FA-Gen-Z-Report.pdf\"\u003Ecaring for their own mental health\u003C\u002Fa\u003E, says Farage, coupled with a different understanding of what constitutes an unacceptable work environment than previous generations. This means they&rsquo;re \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220613-gen-z-the-workers-who-want-it-all\"\u003Emore likely to leave \u003C\u002Fa\u003Eworkplaces that make them feel uncomfortable or unsafe, leading some observers to rename Gen Z \"\u003Ca href=\"https:\u002F\u002Fwww.businessinsider.com\u002Fgen-z-jobs-generation-quiet-quitting-great-resignation-recession-economy-2023-2?r=US&amp;IR=T\"\u003EGeneration Quit\u003C\u002Fa\u003E&rdquo;. &ldquo;We&rsquo;re not willing to settle for that toxic nature, and we&rsquo;re actually willing to take ourselves out of it and find new opportunities,&rdquo; says Farage.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;Young people are acutely aware of the myriad of opportunities that are out there, and they&rsquo;re not willing to tolerate a bad work environment,&rdquo; agrees Miller, the Brisbane-based public speaker. Whether or not Gen Z workers experience sexual misconduct themselves, he says they&rsquo;re generally &ldquo;more motivated by culture and cause than a pay packet&rdquo;. This means they&rsquo;re less likely to simply stand by and watch if it&rsquo;s clear an organisation&rsquo;s actions don&rsquo;t match up to their own values on issues, he argues.\u003C\u002Fp\u003E\n\u003Cp\u003EBut early careers coach and organisational psychologist Phillips argues there is nuance to these trends. &ldquo;It's not just about the workplace culture &ndash; it's how your personality combines with it,&rdquo; he says. &ldquo;It's how your values, how your upbringing, how your education, all of these things together make up your experience in the workplace&rdquo;.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EIn other words, different factors impact how comfortable or empowered people feel complaining about harassment, or quitting a job so early on in their career.\u003C\u002Fp\u003E\n\u003Cp\u003EPlus, with many economies unstable in the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fbusiness-51706225\"\u003Ewake of the pandemic\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fbusiness-64213830\"\u003Ewarnings of a global recession\u003C\u002Fa\u003E, not all Gen Zers have the financial means to act with their feet. This means some may stay at jobs with toxic cultures &ndash; including those where harassment is present &ndash; simply because they can&rsquo;t afford to leave. &ldquo;The trends on paper suggest that young people sacrifice financial benefits for [personal] growth &ndash; but there is a cost-of-living crisis,&rdquo; says Philips. &ldquo;Ultimately, you may feel that &lsquo;OK, I need to pay my bills, and therefore I need to cope with this workplace&rsquo;.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230307-did-me-too-change-the-workplace-for-gen-z-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0f7980r"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20230307-did-me-too-change-the-workplace-for-gen-z-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EA mood of optimism?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EDespite these challenges, there is cause for hope: many believe that in the coming years, workplace cultures will continue to improve for women and other groups who may have faced a disproportionate amount of harassment in the past.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;I would say despite all of the tough things that I've mentioned, I am very optimistic,&rdquo; says Farage.\u003C\u002Fp\u003E\n\u003Cp\u003EFirst, older millennials &ldquo;who are more in touch&rdquo; are now rising into senior positions, and bringing with them experiences in workplaces in both the pre- and post-Me Too era. This, believes Farage, gives them a unique perspective as they manage and collaborate with their younger peers. &ldquo;As millennials and Gen Z sort of meet in the workplace, I think there's a lot of understanding and connection there of like, &lsquo;wow, these older generations really messed it up for us &ndash; maybe we could start to repair that&rsquo;,&rdquo; she argues.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EPlus, as growing numbers of Gen Z enter the workforce and bring their own \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20180227-how-the-youngest-generation-is-redefining-work\"\u003Eviews and habits\u003C\u002Fa\u003E with them &ndash; like demands for transparency, empathic leadership and a focus on mental health &ndash; Farage hopes they&rsquo;ll be in an even better position than millennials to help transform organisational cultures as they rise through the ranks. &ldquo;I'm excited to jump into and be a leader, because I feel like I'm able to lead from a heart-centric place, which is, I think, what the world needs more of,&rdquo; she says.\u003C\u002Fp\u003E\n\u003Cp\u003EChamorro-Premuzic points out how normalised it is for Gen Z to publicly share their negative experiences online, or call people or businesses out on social media channels. So, despite some \u003Ca href=\"https:\u002F\u002Fnypost.com\u002F2022\u002F04\u002F02\u002Freporter-behind-sh-y-media-men-headed-to-trial\u002F\"\u003Eearly Me Too activists facing defamation trials\u003C\u002Fa\u003E for publicly listing allegations of harassment and sexual against men, this isn&rsquo;t putting others off from doing the same. Just last month, a \u003Ca href=\"https:\u002F\u002Fwww.instagram.com\u002Fbalancetonagency\u002F?hl=en\"\u003EFrench Instagram account\u003C\u002Fa\u003E made \u003Ca href=\"https:\u002F\u002Fwww.bloomberg.com\u002Fnews\u002Farticles\u002F2023-02-28\u002Fbalance-ton-agency-instagram-account-spurs-metoo-in-france?leadSource=uverify%20wall\"\u003Eglobal headlines\u003C\u002Fa\u003E for accusing powerful men of harassment in the advertising industry, sparking sackings and internal investigations. As other scandals break online, these will serve as further warnings to businesses that if there&rsquo;s evidence of harassment, &ldquo;employees will post about it&rdquo;, journalists will write about it and their reputation will be damaged, says Chamorro-Premuzic.\u003C\u002Fp\u003E\n\u003Cp\u003EIt&rsquo;s been just more than five years since #MeToo went viral. There&rsquo;s still a long way to go. Gen Zers are generally more aware of what constitutes a predatory or toxic workplaces than the generations before them, and they feel more comfortable speaking out about abusive behaviours. But the misuse of power and privilege continues, and if Gen Zers want the kind of working environments that Me Too&rsquo;s protagonists called for, they&rsquo;ll need to continue the movement&rsquo;s work.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230307-did-me-too-change-the-workplace-for-gen-z-10"}],"collection":["worklife\u002Fpremium-collection\u002Fequality-matters"],"disableAdverts":false,"displayDate":"2023-03-08T16:12:35Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Did Me Too change the workplace for Gen Z?","headlineShort":"The young workers in a post-Me Too era","image":["p0f797hk"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2022-02-27T22:52:24.455144Z","Project":"wwverticals","Slug":"option\u002Fpublish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"64a461aca471ef30b9021812"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":["p0f79b0f"],"relatedStories":["worklife\u002Farticle\u002F20230215-are-gen-z-the-most-stressed-generation-in-the-workplace","worklife\u002Farticle\u002F20220613-gen-z-the-workers-who-want-it-all","worklife\u002Farticle\u002F20221013-why-gen-z-are-right-to-be-worried-about-money"],"relatedTag":null,"summaryLong":"Gen Z are the first generation to start their careers in a post-Me Too era. But how much the anti-harassment movement really shifted workplace culture is still up for debate.","summaryShort":"Gen Z have entered a post-reckoning workplace. What does it mean?","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2023-03-07T20:49:10.302992Z","entity":"article","guid":"7ab778b4-d819-4691-9a6b-029a1f3367d8","id":"worklife\u002Farticle\u002F20230307-did-me-too-change-the-workplace-for-gen-z","modifiedDateTime":"2023-03-08T21:47:28.933447Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20230307-did-me-too-change-the-workplace-for-gen-z","cacheLastUpdated":1692600645389},"worklife\u002Farticle\u002F20230201-can-gen-z-make-friends-in-the-pandemic-era":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20230201-can-gen-z-make-friends-in-the-pandemic-era","_id":"64a4617da471ef2ed038c8e4","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"For older generations, work was the sole place of connection. Without offices, young people have to get clever about making friends.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ENayomi Mbunga always wanted to live in a big city, so she was thrilled when she landed a tech job in Toronto. The 24-year-old grew up in Ireland, and was eager to &ldquo;meet people of all walks of life&rdquo;, she says. But that was a challenge when she started her job in January 2022, as she spent the first few months working remotely and isolating because of Covid-19 cases.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EMbunga liked her colleagues, but didn&rsquo;t have much of a chance to get to know them without meeting in person, which they weren&rsquo;t able to do for months into her starting the job. She got along well with her roommates, one of whom she knew from back home, but she wanted to expand her social circle.\u003C\u002Fp\u003E\n\u003Cp\u003EHow, she wondered, was she possibly going to make friends? Mbunga&nbsp;didn&rsquo;t play sports, and she felt &ldquo;creepy&rdquo; reaching out to strangers who looked cool on Instagram. Her opportunities to meet potential friends was therefore limited to remote work and home.\u003C\u002Fp\u003E\n\u003Cp\u003EShe also felt out of practice at cultivating relationships, despite being very sociable. &ldquo;During the pandemic, I was shocked with how anti-social I&rsquo;d gotten, how nervous I was to talk to new people and put myself out there,&rdquo; she says.&nbsp; &nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EMaking friends as an early career worker is critical, especially for people in a new city without existing ties. These friends nourish people through job crises and personal moments; in some cases, they end up being friends for life. But while making friends as an adult can be hard in and of itself, barriers have never been higher &ndash; especially for Gen Z. While work has traditionally been a place to make connections, many of these young people have lacked opportunities as firms shift to hybrid-, distributed- or remote-working models.\u003C\u002Fp\u003E\n\u003Cp\u003EExperts say that, overall, social circles have shrunk after a lonely couple of years during the pandemic &ndash; and in some cases, were never established at all. This means some young people are seeking new ways of making friends. Particularly, social-media reared Gen Z are now using new platforms to build sustainable close connections in a way that generations before them didn&rsquo;t. Simply, young workers are getting more creative about the ways in which they meet people.\u003C\u002Fp\u003E\n\u003Cp\u003EFor Mbunga, in April 2022, she came across a TikTok video posted by Chloe Bow, a government-worker-turned-content-creator, who spoke candidly about friendships. Bow was planning events for a group she was starting called Toronto Girl Social; Mbunga followed her and signed up for an upcoming movie night, despite her nerves. &ldquo;When I went to the event, it was so much fun, and everybody was in the exact same boat, everybody was nervous, everybody came on their own, and it kind of broke the ice in a way,&rdquo; says Mbunga. &ldquo;It was probably the best thing that I&rsquo;ve done, because I&rsquo;ve just met so many people now from it.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20230201-can-gen-z-make-friends-in-the-pandemic-era-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20230201-can-gen-z-make-friends-in-the-pandemic-era-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003E&lsquo;We see ourselves through our friends&rsquo;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAcross Gen Z, Covid-19 created an unprecedented situation for forming friendships. For younger Gen Zers still in school, the pandemic lockdowns imposed a period of isolation and disruption. And older Gen Zers just entering the workforce also found themselves cut off from the new colleagues they would have met under normal circumstances.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;During the pandemic, there was the lack of consistency,&rdquo; says Joyce Chuinkam, senior research manager at Los Angeles-based market-research agency Talk Shoppe, which interviewed millennials and Gen Z about their friendships during the pandemic (proprietary data was discussed with BBC Worklife). School and work, which were traditionally a &ldquo;consistent shared experiences&rdquo; for young adults in past generations, adds Chuinkam, no longer served that purpose.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;Many people, Gen Z specifically, who are entering the workforce, haven&rsquo;t necessarily had the experience of being able to make friends in the typical way, and are starting a new job for the first time where they don&rsquo;t know anyone,&rdquo; explains Miriam Kirmayer, a clinical psychologist and friendship expert practicing in Montr&eacute;al, Canada.\u003C\u002Fp\u003E\n\u003Cp\u003EResearch shows just how hard the pandemic has been on Gen Z&rsquo;s \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002Ffull\u002F10.1177\u002F1536504216662237\"\u003Esense of connection\u003C\u002Fa\u003E. Janice McCabe, an associate sociology professor at Dartmouth College, US, studies how friendship networks boost success. In 2016, she began conducting interviews with students at three universities in New Hampshire, US, to see how these early friendships played out through their lives. After completing her second wave of interviews in 2021, when her participants were entering the workforce\u003Cem\u003E, \u003C\u002Fem\u003Eshe saw how the pandemic had negatively affected both their abilities to sustain friendships and make new ones. &ldquo;Making new friends was really tough [during the pandemic], so networks across the board were shrinking,&rdquo; she says.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThis dearth of relationships can hurt anyone&rsquo;s wellbeing, but the timing for Gen Z couldn&rsquo;t be worse. They are currently facing periods of overwhelming change in their lives: graduating from school, moving to new cities, starting new jobs, entering the workforce &ndash; in many cases, all of the above. &ldquo;With all of that change, they need community in their new spaces,&rdquo; says Chuinkam. And they need to be learning through new experiences, she adds: &ldquo;Making new friends helps with that &ndash; to be exposed to something completely new and different.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230201-can-gen-z-make-friends-in-the-pandemic-era-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","pullQuote":"Experts say that, overall, social circles have shrunk after a lonely couple years during the pandemic – and in some cases, were never established at all","id":"worklife\u002Farticle\u002F20230201-can-gen-z-make-friends-in-the-pandemic-era-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBut now, that&rsquo;s missing. And finding these meaningful friendships that challenge and expand a young adult&rsquo;s horizons is a crucial experience that affects the rest of one&rsquo;s life, according to McCabe. In young adulthood, people are seeking a sense of self, and friends can help someone become a better or different person, explains McCabe. &ldquo;We see ourselves through our friends, so we see and figure out the &lsquo;kind of person&rsquo; we are through thinking about and talking about our friends.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EGetting creative with friend-finding\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThis situation is certainly not lost on Gen Zers. For many, limited social networks have been top of mind, and they&rsquo;re working on innovative ways to build the kinds of friendships older generations found more readily at places like offices.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EFrom Talk Shoppe&rsquo;s research, Chuinkam found that Gen Z was more open than millennials to making new friends online, through means such as friendship-app Bumble BFF and Facebook groups. But apps can be daunting, since they often facilitate one-on-one meetings, which puts pressure on a first meeting akin to that of a first date, study participants said. Gen Z felt like their friend-making &ldquo;odds were higher&rdquo; if they met through Facebook groups, says Chuinkam, which often tend to revolve around shared hobbies and also presenting a &ldquo;more comfortable way to meet people&rdquo; than the one-on-one experience of an app.\u003C\u002Fp\u003E\n\u003Cp\u003EWhile many young people are open to these approaches, existing means of forging connection don&rsquo;t do the trick for all Gen Zers. Some have come up with their own apps or online-based hubs to make new friends in a challenging social environment.\u003C\u002Fp\u003E\n\u003Cp\u003EDuring the 2020 school year, for instance, Jamie Lee, then a student at Columbia University in New York City, who&rsquo;d been studying remotely, was looking for ways to authentically connect with her peers online. That summer,\u003Ca href=\"https:\u002F\u002Ftechcrunch.com\u002F2021\u002F10\u002F29\u002Fflox-an-app-to-help-friend-groups-meet-each-other-is-wooing-college-students-in-nyc\u002F\"\u003E she launched the beta version of what would become her app\u003C\u002Fa\u003E, Flox, where groups of friends could sign up together to meet other groups of friends. To Lee, this felt like a more authentic way for Gen Z to approach friend-making, as she told technology-news website TechCrunch, since people tend to be more authentic around the friends they already have. Meeting new people as a group would let them be themselves, and remove some of the nerves from the friend-making process.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230201-can-gen-z-make-friends-in-the-pandemic-era-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20230201-can-gen-z-make-friends-in-the-pandemic-era-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EA more unique scenario led to New York City-based Marissa Meizz creating her own online friend-finding hub. Called No More Lonely Friends, this now-national meetup group came about in summer 2021, when the then-23-year-old came across a TikTok video in which \u003Ca href=\"https:\u002F\u002Fwww.insider.com\u002Fmarissa-from-tiktok-meetups-no-more-lonely-friends-viral-video-2021-7\"\u003Ea stranger alerted her\u003C\u002Fa\u003E to the fact that her friends were planning to deliberately host a party without her behind her back. To find new &ndash; and better &shy;&ndash; friends as a member of Gen Z, Meizz turned right back to the internet to invite strangers to her meetups. She&rsquo;s looking now to expand the service, an online form through which people can sign up to attend her meetup events, abroad.\u003C\u002Fp\u003E\n\u003Cp\u003EAs critical as the internet has been, the allure of meeting someone in person has not waned for all young people. After Pranav Iyer, 23, graduated from college in Philadelphia, US, in 2020\u003Cstrong\u003E, \u003C\u002Fstrong\u003Ehe moved to a city in Western Maryland to work in a lab, but the job was entirely remote. &ldquo;I don&rsquo;t think I felt really close with anyone &hellip; we would have maybe once a week, a meeting with myself and a couple other people from the lab, but that was about it,&rdquo; he says. &ldquo;So, most of the week, it was just me sitting at my computer.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EInstead of focusing on making all new friends where he lived, Iyer chose another approach &ndash; he made regular trips back to Philadelphia to reinforce the social circles he&rsquo;d already established in college. Though remote work isolated him from making new friends in his lab, it allowed him to work wherever he pleased, so he could stay in Philadelphia for long stretches.\u003C\u002Fp\u003E\n\u003Cp\u003EUltimately, because Gen Z has not had the &ldquo;experience of making new friends at work that they really can draw on and leverage to keep them feeling socially connected&rdquo;, says Kirmayer, young people are fundamentally changing their approaches to how they connect, and what those connections look like. These shifts also have changed the entire traditional idea that work functions as a &ldquo;hub of friendship and social connection&rdquo;.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EGen Z, notes Chuinkam, is also uniquely poised to decentralize that &ldquo;hub&rdquo;, thanks to their comfort with online methods of meeting new people, and their ability to work remotely and move to their friends, instead of their friends having to come to them. Yes, they may be having a tough time in the wake of the pandemic &ndash; but if anyone is uniquely poised to cultivate them in a changed world, it is them.\u003C\u002Fp\u003E\n\u003Cp\u003EAs for Nayomi Mbunga, she&rsquo;s thrilled about the different types of people she&rsquo;s been able to meet through Toronto Girl Social, which expands her world well beyond her roommates and her work. &ldquo;It&rsquo;s very new to me to be around so many people from literally &hellip;all different backgrounds,&rdquo; she says, describing the women she&rsquo;s gotten to know through the group. One had just moved to Toronto from Ukraine, and another from India; some are in college, and others are married and have children. &ldquo;I've never been in a situation where I've met so many different people all at one time &hellip; I&rsquo;m loving that part.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230201-can-gen-z-make-friends-in-the-pandemic-era-6"}],"collection":null,"disableAdverts":false,"displayDate":"2023-02-02T19:18:49Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Can Gen Z make friends in the pandemic era?","headlineShort":"The Gen Z friendship problem","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":[],"relatedStories":[],"relatedTag":null,"summaryLong":"For older generations, work was the sole place of connection. Without offices, young people have to get clever about making friends.","summaryShort":"Why young adults are struggling to make friends – and needing to get creative","tag":[],"textToSpeech":false,"creationDateTime":"2023-02-01T20:53:08.520267Z","entity":"article","guid":"02897e68-ea5b-476c-8acd-70c9c51254fa","id":"worklife\u002Farticle\u002F20230201-can-gen-z-make-friends-in-the-pandemic-era","modifiedDateTime":"2023-02-17T13:18:29.476451Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20230201-can-gen-z-make-friends-in-the-pandemic-era","cacheLastUpdated":1692600645390},"worklife\u002Farticle\u002F20230104-inventing-new-job-titles":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20230104-inventing-new-job-titles","_id":"64a4617da471ef2e935d7588","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Employees’ roles and seniority have generally been defined with straightforward terms. But new – even somewhat arbitrary – titles are emerging as work changes. What’s the harm?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EChief executive officer. Marketing director. Lead writer. Sales associate. Job titles like these have generally been standard across work for years. They&rsquo;re succinct and clear, communicating essential employee details such as job function and seniority. They make sense to employees and recruiters alike, leaving little room for ambiguity.\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, job titles are yet another feature evolving in the changing world of work. Labels like &lsquo;chief visionary officer&rsquo;, &lsquo;\u003Ca href=\"https:\u002F\u002Faccelerate.withgoogle.com\u002Fstories\u002Fproduct-inclusion-leadership-insights-from-google-chief-innovation-evangelist-frederik-g-pferdt\"\u003Echief innovation evangelist&rsquo;\u003C\u002Fa\u003E, &lsquo;business development guru&rsquo; or &lsquo;\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20221027-the-rise-of-the-chief-remote-officer\"\u003Echief remote officer\u003C\u002Fa\u003E&rsquo; are emerging, making the traditional system seem too rigid, and perhaps even stale.\u003C\u002Fp\u003E\n\u003Cp\u003EOn the surface, there may seem little harm in altering what an employee is called, or creating new titles entirely. After all, as work becomes more flexible, job functions and the way we describe them are changing, too. In many ways, these new titles reflect the evolving times; they&rsquo;re empowering some employees to discover new talents, or feel a heightened sense of belonging.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EYet there&rsquo;s a reason why traditional job titles have endured for so long &ndash; and why loosening the rules around them to create arbitrary titles may not always be the best approach.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EClear and rigid\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EJob titles serve many purposes. In general, they&rsquo;re clear and indicative of the employee&rsquo;s seniority and responsibilities. For example, it's largely accepted that assistants are below associates, who are below directors, who are below vice presidents, who are below CEOs. Clear-cut titles signal hierarchy and responsibility, and illuminate a path to earning status and promotion. They&rsquo;re also how workers look for appropriate roles when they&rsquo;re job hunting, and what recruiters hinge their searches on.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EWhile most industries have traditionally had some iteration of these status indicators, this is especially the case in hierarchical industries, where an employee&rsquo;s title matches their rank in an organisation across companies.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20230104-inventing-new-job-titles-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"If my job is all about getting attention, then the title should do that, too – Lennie Hughes","id":"worklife\u002Farticle\u002F20230104-inventing-new-job-titles-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe legal field is a key example. &ldquo;Traditionally, career progression in law is from trainee solicitor, to solicitor, to associate, salaried partner and then equity partner in most firms,&rdquo; explains Rustom Tata, partner and chairman of London-based DMH Stallard. &ldquo;It conveys relative seniority within a particular firm&rsquo;s view as to the employee&rsquo;s experience and development.&rdquo; While many law firms have added new layers to their organisational structure in recent years through &ldquo;senior associate&rdquo;, &ldquo;managing associate&rdquo; and &ldquo;paralegal&rdquo;, adds Tata, the language of job titles and where they rank in a company remains clear and understood across the industry.\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, although job titles may be fairly entrenched in industries like law and finance, they are evolving in many other industries, especially creative ones. In less rigid settings, employers have nearly free rein to create job titles for employees, whether new or newly promoted. These new titles can serve as recruitment or retention tools &ndash; and even grab attention from clients.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThis was the case for Lennie Hughes, whose official job title is &lsquo;head of hype and culture&rsquo; at Truant, a London-based creative advertising agency. This was not initially the title for which the company was recruiting; the position was officially advertised as a more traditional &lsquo;head of marketing and new business&rsquo;. But, says Hughes, as he interviewed, what shined through was his strong people skills and natural culture fit &ndash; rather than traditional marketing experience.\u003C\u002Fp\u003E\n\u003Cp\u003EHughes worked with Truant to craft a new title for the role he&rsquo;d lead, centred more on blending traditional external branding and communications with a fresh take on internal workplace culture. His daily tasks include curating live events, podcasts and apparel lines, alongside typical public relations duties like managing social media accounts and press releases.\u003C\u002Fp\u003E\n\u003Cp\u003EWhile marketing and new business are still in Hughes&rsquo;s remit, he says the new title suits him better &ndash; he feels it&rsquo;s &ldquo;innovative&rdquo;. He also acknowledges it&rsquo;s not without strategic benefit. &ldquo;If my job is all about getting attention, then the title should do that, too.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA 'PR move'?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EExperts and employees alike say there can be an upside to flashy, even somewhat arbitrary job titles.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EIn one sense, explains Pawel Adrjan, director of EMEA economic research at the hiring platform Indeed, based in London, altered job titles can help make an employee feel more valued at a company. He cites Indeed data, seen by BBC Worklife, showing &ldquo;people&rdquo; is outstripping the traditional title of &ldquo;human resources&rdquo;; similarly, the standard title of &ldquo;talent acquisition&rdquo; is up 75%, while &ldquo;recruitment&rdquo; is down 19% since 2019. Similarly, language like &ldquo;client success&rdquo; and &ldquo;customer success&rdquo; in job titles is replacing &ldquo;sales&rdquo;.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230104-inventing-new-job-titles-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20230104-inventing-new-job-titles-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E&ldquo;&lsquo;Human resources&rsquo; can sound bureaucratic,&rdquo; says Adrjan. &ldquo;By instead using &lsquo;people&rsquo; in the title, employers can say they invest in people. Through this language, companies are trying to show they value individuals as customers and partners, rather than resources to exploit.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EThey can also be exciting for employees, who feel empowered by bespoke, newly minted titles. &ldquo;It massively boosts your confidence,&rdquo; says Hughes. &ldquo;They&rsquo;re putting faith in your skillset, saying they&rsquo;ll do everything in their power to create an environment in which you can thrive and develop.&rdquo; He adds that because many job paths are no longer linear, traditional titles &ldquo;can feel restrictive&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003EFrom the recruiter&rsquo;s standpoint, they can help lure workers by signalling a progressive, even fun culture. These vague-but-flashy titles can also help companies tap a broad candidate pool. This may be especially useful in a tight job market, says Adrjan. &ldquo;When hiring is so competitive, employers have to do more to stand out from the crowd: from offering pay, benefits or even job titles.&rdquo; It is, as Hughes points out, &ldquo;a PR move&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, the downsides of new monikers can be significant, too.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EFirst, they can sometimes be fluffy and meaningless, leaving workers with a grandiose title &ndash; but little guidance as to what their job actually entails. &ldquo;As opposed to &lsquo;barista&rsquo; or &lsquo;HGV driver&rsquo;, &lsquo;team member&rsquo; has become popular as a branding exercise,&rdquo; says Adrjan. &ldquo;It suggests the candidate will be a valued member of the business, but it conveys no information as to the occupation.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EAnd ultimately, when a non-descriptive, inflated job title is used as a costless recruiting tactic to boost worker ego, this ambiguity can lead to a mismatch in expectations between employer and employee. At the extreme end, this could lead to \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20221202-the-workers-lured-into-oversold-jobs\"\u003Ejobs being oversold\u003C\u002Fa\u003E, placing workers in a tough position where they end up in a role that doesn&rsquo;t match what they thought was promised.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EUnfamiliar titles may also hinder workers when they eventually look for new jobs. Adrjan points out that accurate, descriptive titles with simple and specific language help jobseekers find vacancies that are actually right for them. Rebranding jobs can &ldquo;go too far&rdquo;, he says: if the titles become &ldquo;too generic and vague&rdquo;, jobseekers may have a difficult time trying to match their employment experience to available roles.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230104-inventing-new-job-titles-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Consistent titles help diversity and equity, providing clear career ladders, pathways and salaries that help diversity and equity – Pawel Adrjan","id":"worklife\u002Farticle\u002F20230104-inventing-new-job-titles-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ERecruiters, too, may not be able to identify the right candidates for new roles, with job titles that are, in effect, meaningless outside an organisation. It can also put candidates on the back foot if hiring managers \u003Cem\u003Edo \u003C\u002Fem\u003Ereach them. &ldquo;Having an extremely uncommon word in a title may mean a worker finds it hard to explain their job to recruiters,&rdquo; says Adrjan.\u003C\u002Fp\u003E\n\u003Cp\u003EHe adds that in a broader sense, both workers and organisations could suffer. &ldquo;Consistent titles help diversity and equity, providing clear career ladders, pathways and salaries that help diversity and equity.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003ERegardless, as the nature of work changes, both in terms of how organisations function and \u003Ca href=\"https:\u002F\u002Fwww.bloomberg.com\u002Fnews\u002Farticles\u002F2022-09-22\u002Fwhat-is-a-chief-metaverse-officer-and-do-you-need-one\"\u003Ethe kinds of roles they create in response\u003C\u002Fa\u003E, it&rsquo;s likely we&rsquo;ll keep seeing new, unconventional titles emerge. But worker beware: as flattering and enticing the inflated job title may seem, there are downsides to consider.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EHughes says he&rsquo;s still defining his new role. &ldquo;We&rsquo;re still feeling out what &lsquo;hype and culture&rsquo; means on a daily basis,&rdquo; he says. But he&rsquo;s pleased with the choice, and optimistic about how he can grow alongside his one-of-a-kind title. &ldquo;It has a broad definition,&rdquo; he says. &ldquo;It makes the possibilities limitless.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230104-inventing-new-job-titles-6"}],"collection":null,"disableAdverts":false,"displayDate":"2023-01-09T16:57:24Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"What's the problem with inventing flashy new job titles?","headlineShort":"The rise of flashy new job titles","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Employees’ roles and seniority have generally been defined with straightforward terms. But new – even somewhat arbitrary – titles are emerging as work changes. What’s the harm?","summaryShort":"How some workers become 'head of hype and culture' or 'chief visionary officer'","tag":[],"textToSpeech":false,"creationDateTime":"2023-01-08T21:08:15.319669Z","entity":"article","guid":"c9644528-012a-40f5-968d-b9e3604119b3","id":"worklife\u002Farticle\u002F20230104-inventing-new-job-titles","modifiedDateTime":"2023-01-08T23:39:19.798259Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20230104-inventing-new-job-titles","cacheLastUpdated":1692600645390},"worklife\u002Farticle\u002F20230113-the-workers-laid-off-for-the-first-time":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20230113-the-workers-laid-off-for-the-first-time","_id":"64a4617da471ef30c83d5d34","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Getting your job cut can be jarring, to say the least. But for workers who’ve never been through layoffs, it can sting particularly badly.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EShamari Coleman never considered herself a person who&rsquo;d get laid off. But in December 2022, shortly after taking a product-marketing position at multinational tech firm AvePoint, the 28-year-old found herself without a job.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;I loved the team I was working with and the culture that was fostered there,&rdquo; says New York City-based Coleman. &ldquo;It was my first taste of working at a big tech company, and I felt like I&rsquo;d be there as long as they&rsquo;d have me.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EBut five months later, she woke up to an email from the CEO, announcing they&rsquo;d decided to lay off 5% of their workforce. All Coleman could do was wait to see if she was affected. &ldquo;A few hours later, I was invited to a meeting with someone from HR and a department manager, and that was that.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThe layoff was unexpected, of course, but the possibility she could be axed in the current climate wasn&rsquo;t unfathomable, she says. &ldquo;I was always uneasy, because working in the tech industry, I&rsquo;d been seeing \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20230104-layoff-linkedin-goodbye-posts\"\u003Epost after post\u003C\u002Fa\u003E since around May that year of people getting laid off. It was always in the back of my mind.&rdquo; Indeed, according to \u003Ca href=\"https:\u002F\u002Flayoffs.fyi\u002F\"\u003Elayoffs.fyi\u003C\u002Fa\u003E, which has tracked tech layoffs globally since the pandemic, more than 150,000 people were laid off in 2022, across more than 1,000 tech companies.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EStill, being jobless shook Coleman&rsquo;s self-confidence. Having graduated with a degree in political sciences in New York, she&rsquo;d immediately set her sights on the tech sector, working with early-stage start-ups in San Francisco for nearly two years before finding this large tech job. &ldquo;I was the person that would go out and get interviews and get offers or leverage offers. I felt like I was always in control of my career, and this was the first time I felt like I wasn&rsquo;t.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003ELike Coleman, many people affected by the \u003Ca href=\"https:\u002F\u002Fnews.crunchbase.com\u002Fstartups\u002Ftech-layoffs-2023\u002F\"\u003Elayoffs that have swept the globe in the past 12 months\u003C\u002Fa\u003E have never faced redundancy before. Lots of these workers have been ambitious high achievers at top firms, who are now confronted by the brutal reality that hard work and talent isn&rsquo;t always enough. Beyond scrambling to re-think career plans, some workers have found their confidence dented in an unexpected way. Yet it&rsquo;s not all bad news.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E&lsquo;What do I do with myself now?&rsquo;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIt isn&rsquo;t surprising that Coleman was left with a shaken sense of identity after being laid off, says Paula Allen, global leader and senior vice-president of research and total wellbeing at Canadian HR- and tech-firm LifeWorks.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;For anyone, being laid off is difficult &hellip; But for people early in their career who have always been high achievers, it can be particularly hard, because there&rsquo;s a feeling they&rsquo;ve always been in control of their destiny &ndash; that they&rsquo;re the one that people want,&rdquo; she says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20230113-the-workers-laid-off-for-the-first-time-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"I felt like I was always in control of my career, and this was the first time I felt like I wasn’t – Shamari Coleman","id":"worklife\u002Farticle\u002F20230113-the-workers-laid-off-for-the-first-time-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAs a result, they&rsquo;re left questioning what they may have done or how they might have performed differently. But that often has no value, adds Allen. &ldquo;You&rsquo;re not going to find any insights, because you didn&rsquo;t do anything wrong.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EEven workers who understand their layoffs weren&rsquo;t personal in nature can experience these ripple effects. Toronto-based Stella Alexandrova had been at Canadian e-commerce company Shopify for three-and-a-half years when she found out she was one of roughly 1,000 employees laid off by the firm in July last year.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;It was my dream job and my dream company,&rdquo; she says of her role as a growth lead. &ldquo;Getting that job had felt like the next big step in my career.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EIn the days leading up to the cuts, she and her team had been busy working to deadlines and pursuing leads. So, when the email arrived in her inbox on a Tuesday morning, just after she&rsquo;d rolled out of bed and was sipping coffee at her desk, she was shocked that her time there was abruptly over.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;It&rsquo;s like, what do I do with myself now?&rdquo; she says. &ldquo;We&rsquo;d started to hear about other tech layoffs, but you just don&rsquo;t think you&rsquo;ll be affected until you are. It wasn&rsquo;t expected in any way.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EHaving never experienced redundancy before, her head was initially full of questions about why she&rsquo;d been chosen. &ldquo;You start thinking, did something happen? I didn&rsquo;t think I&rsquo;d done anything that meant it could be based on my performance. And that was confirmed later. My whole team was part of the layoff. But you can't help to initially question whether it was performance-based, and that does shake up your confidence.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EBeing laid off can also be a financial blow, of course &ndash; and often even more so for those laid off for the first time, who may not have significant savings or experience of how to navigate a sudden loss of income; or for highly skilled workers, for whom being laid off was completely unexpected.\u003C\u002Fp\u003E\n\u003Cp\u003EColeman had been contributing to multiple savings accounts since 2020, as part of a personal goal to become more financially savvy, and felt &ldquo;financially OK&rdquo; when the her layoff hit in December. Still, the loss of income was still a source of anxiety. &ldquo;There&rsquo;s a general sense of worry of, will I have a new role before this money runs out? As of right now, though, I&rsquo;m doing OK.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EIn some cases, generous severance packages might also mitigate anxiety around a loss of income, says Dion McKenzie, co-founder of non-profit talent network Colorintech, headquartered in London. &ldquo;But there&rsquo;s definitely a financial impact. Let&rsquo;s face it &ndash; younger people coming in at entry level, or with perhaps three-to-five years&rsquo; experience, don&rsquo;t necessarily have a windfall,&rdquo; says McKenzie. &ldquo;That, in addition to the cost-of-living crisis definitely carries a financial burden, especially as a lot of these salaries are composed of [stock] options, which are now underwater and undervalued.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230113-the-workers-laid-off-for-the-first-time-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20230113-the-workers-laid-off-for-the-first-time-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003E&lsquo;Put yourself first&rsquo;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EOnce the initial shock has subsided and people start to consider their next move, the impact of being laid off can manifest differently.\u003C\u002Fp\u003E\n\u003Cp\u003EFor some, there&rsquo;s a lingering uncertainty around putting themselves back out there in the jobs market. &ldquo;For some people, this loss &ndash; of control, of income, of their expectations in terms of work identity &ndash; is extraordinarily traumatic,&rdquo; says Allen. &ldquo;It changes them. It changes how they approach work.&rdquo; They may become obsessive over-achievers working 100-hour weeks, or develop significant anxiety in their next role, Allen adds.\u003C\u002Fp\u003E\n\u003Cp\u003EColeman felt nervous about finding her next job in the tech sector. &ldquo;It affected my confidence. The current tech market is fiercer than any other market I&rsquo;ve worked in, and I&rsquo;m not only competing with a small group of people now, but with those that were at Meta and Twitter and were also laid off. It&rsquo;s a fight between that feeling of insecurity and realising that I&rsquo;m qualified and capable, too.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EIt's also changed the way Coleman looks at potential opportunities. While it hasn&rsquo;t explicitly deterred her from looking for a job in tech, despite its volatility, she says, &ldquo;it's taught me to always do what's best for you, and put yourself first, because these companies will always put themselves and their bottom line first&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003EThe experience will leave many reprioritising and rethinking their careers, adds McKenzie. They may question the job security at tech giants, and also consider early-stage start-ups with recent funding injections a safer bet.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;You might also be looking more closely for companies with better foundations &ndash; i.e. profitability and growth rates that are increasing,&rdquo; he says. &ldquo;Or considering safer industry bets, such as financial services and consulting. Those companies will pay a huge package to convince a Google engineer to join their business.&rdquo;&nbsp;\u003Cstrong\u003E&nbsp;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ESilver linings\u003C\u002Fstrong\u003E\u003Cstrong\u003E&nbsp;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EDespite the negative effects of being cut for the first time, many of these workers say losing their jobs has not been all bad news.\u003C\u002Fp\u003E\n\u003Cp\u003ELike Coleman, Alexandrova, too, says the layoff has changed her perspective on careers. Initially, she felt unsure about her next step. &ldquo;I took a couple of days to process and figure out what was next for me. Ultimately, I knew there wasn&rsquo;t anything I could do to change the situation. The only thing I could do was control my reaction.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230113-the-workers-laid-off-for-the-first-time-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"For some people, this loss – of control, of income, of their expectations in terms of work identity – is extraordinarily traumatic – Paula Allen","id":"worklife\u002Farticle\u002F20230113-the-workers-laid-off-for-the-first-time-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESo, she switched her focus to the potential opportunities, buoyed by a five-month severance package. Now, instead of looking for a new employer, she&rsquo;s taken the decision to use her severance pay to start her own tech company: travel-app Mave, which she and a team of 11 developers, product designers and engineers are scaling, just six months after her layoff.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;I do think tech will stabilise again, but this way, my fate would be more within my control,&rdquo; she says. &ldquo;Anything that happens will be my decision versus someone else&rsquo;s business decision.&rdquo; And despite how it ended, Alexandrova also credits her time at Shopify for setting her up for her next step. &ldquo;They had prepped me to be able to enter this new stage of my life,&rdquo; she says.\u003C\u002Fp\u003E\n\u003Cp\u003EAdditionally, with layoffs \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220812-how-layoffs-shed-their-taboo\"\u003Eincreasingly losing their taboo\u003C\u002Fa\u003E, there may never have been a better environment to be laid off for the first time. For her part, Coleman was among the workers who felt trepidation about even disclosing she&rsquo;d been let go. &ldquo;At first, I contemplated if I even should tell my network and close friends. Or should I hunker down and start interviewing, and then once I get a new job tell everyone what happened,&rdquo; she says.\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, she quickly found support once \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20230104-layoff-linkedin-goodbye-posts\"\u003Eshe shared the news\u003C\u002Fa\u003E\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20230104-layoff-linkedin-goodbye-posts\"\u003Ein a post on LinkedIn\u003C\u002Fa\u003E. She was met with an outpouring of messages from both her close circle and wider professional network. Sharing her experience publicly has even helped her to overcome a lot of her own negative feelings about being laid off.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;I was embarrassed, ashamed and most of all, hurt. [But] I realised there&rsquo;s nothing to be ashamed of when asking for help, and since making it known that I&rsquo;m actively looking for work, my network has shown up in myriad ways.&rdquo; This has included soliciting recommendations on her LinkedIn profile, and reaching out with possible job opportunities and referrals &ndash; all of which has given Coleman the confidence to start updating and sending out her CV. She&rsquo;s optimistic about finding her next role soon.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd there may be reason for these laid-off workers to feel positive. McKenzie says despite all the headlines around job layoffs, there are still plenty of opportunities in tech for those workers who&rsquo;ve been cut, whether it&rsquo;s for the first time or not.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;Although in tech we&rsquo;re seeing layoffs across the board, it seems to be the larger, more established companies who are downsizing and striving to be leaner orgs. Start-ups who are in growth-mode still need talent and are aggressively hiring to get to their next funding round,&rdquo; says McKenzie. Ultimately, he says, &ldquo;the power is with talent&rdquo;.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20230113-the-workers-laid-off-for-the-first-time-6"}],"collection":null,"disableAdverts":false,"displayDate":"2023-01-16T14:27:46Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The workers laid off for the first time","headlineShort":"The workers laid off for the first time","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":[],"relatedStories":[],"relatedTag":null,"summaryLong":"Getting your job cut can be jarring, to say the least. But for workers who’ve never been through layoffs, it can sting particularly badly.","summaryShort":"\"It's a fight between that feeling of insecurity and realising I'm qualified\"","tag":[],"textToSpeech":false,"creationDateTime":"2023-01-15T20:14:50.104527Z","entity":"article","guid":"353a66d0-b70b-41b7-9082-bd93ec0dff5b","id":"worklife\u002Farticle\u002F20230113-the-workers-laid-off-for-the-first-time","modifiedDateTime":"2023-01-18T18:48:44.734028Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20230113-the-workers-laid-off-for-the-first-time","cacheLastUpdated":1692600645390},"worklife\u002Farticle\u002F20220725-the-rising-curiosity-behind-open-relationships":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20220725-the-rising-curiosity-behind-open-relationships","_id":"64a4617ca471ef0d647c5a76","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fjessica-klein"],"bodyIntro":"Taking on additional sexual partners while in a committed relationship has long been taboo. And while it’s not exactly mainstream now, there’s still rising interest in being open.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cem\u003EAs 2022 comes to a close, we're bringing back our favourite pieces of the year. See the rest of our&nbsp;\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Ftags\u002Fbest-of-worklife-2022\u002F\"\u003EBest of Worklife 2022 collection\u003C\u002Fa\u003E&nbsp;for more great reads.\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EDedeker Winston has been in non-monogamous relationships for more than a decade, yet she has never seen such keen interest in open relationships.\u003C\u002Fp\u003E\n\u003Cp\u003EThe subject has traditionally been very taboo in many places, including the US, where Winston is based. In 2014, when she started the Multiamory podcast, she and her co-producers had to decide whether to use their real names on the ethnical non-monogamy show. &ldquo;At that point, there was pretty much only one or two other podcasts actually broaching this subject,&rdquo; says the dating coach. &ldquo;And the people who were producing and hosting those podcasts used pseudonyms.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EBut things have changed. Around 2016, Winston noticed a real &ldquo;explosion of interest around non-monogamy&rdquo;, about a year after she started work as a dating coach specialising in those types of relationships. &ldquo;That was when I feel like I saw the biggest turning point, of all of a sudden so many people online being willing to talk about being non-monogamous,&rdquo; she says, &ldquo;and to express the fact that they have an interest in these sorts of things.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003ESarah Levinson, a counsellor at Creative Relating Psychology Psychotherapy in New York City, who specialises in sexuality and relationship dynamics, has also noticed an increasing interest in open relationships within the past decade. &ldquo;It was much more obscure 10 years ago, and now it's incredibly common,&rdquo; she says.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThese accounts as well as some data show a growing interest in consensually non-monogamous relationships, including open relationships. Experts say many societal and cultural factors that have led to a wider embrace of non-traditional relationship styles, and the pandemic may even be playing a part. But while interest in open relationships may be climbing, experts are mixed on how wide their uptake may actually be &ndash; at least for right now.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E'Free passes' and swinging\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThere are many ways to engage in non-monogamy, says Levinson. &ldquo;It could be anything from living with multiple partners and sharing finances, or it could be supporting your partner in once a year having a free pass at a work conference out of state to have a hook-up.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EOpen relationships fall under the non-monogamy umbrella, but many tend to differentiate between those types of arrangements and other types of non-monogamy, like polyamory. Polyamory often means \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210326-ethical-non-monogamy-the-rise-of-multi-partner-relationships\"\u003Eparticipating in multiple intimate partnerships\u003C\u002Fa\u003E, while open relationships are more often associated with people \u003Ca href=\"https:\u002F\u002Fwww.womenshealthmag.com\u002Frelationships\u002Fa19664033\u002Fpolyamory-vs-open-relationships\u002F\"\u003Eengaging in primarily sexual relationships\u003C\u002Fa\u003E outside of their prioritised, two-person partnership. In other words, open relationships are less focused on emotional connections with people outside a primary relationship, and more on sexual ones.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20220725-the-rising-curiosity-behind-open-relationships-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0cnxy17"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220725-the-rising-curiosity-behind-open-relationships-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EFor some, this means going on casual dates and having &lsquo;friends-with-benefits&rsquo;-type relationships with people other than their primary partners. For others, an open relationship just means that occasional &ldquo;free pass&rdquo; to have a one-night stand or brief sexual fling. And for others still, the arrangement could look more like swinging &ndash; such as having sex with other couples as a couple, but not going on dates separately. Winston also brings up &ldquo;don&rsquo;t ask, don&rsquo;t tell&rdquo;-style open relationships, in which both members of a couple permit the other to have sexual relations with other people &ndash; they just don&rsquo;t want to discuss those experiences together.\u003C\u002Fp\u003E\n\u003Cp\u003EOther terms, like &ldquo;monogamish&rdquo;, which US-based relationship and sex columnist Dan Savage \u003Ca href=\"https:\u002F\u002Fwww.glamour.com\u002Fstory\u002Fwhat-is-monogamish\"\u003Epopularised several years ago\u003C\u002Fa\u003E, can overlap definitionally with some of these open-relationship arrangements. Savage has discussed his monogamish relationship on his podcast, in which he and his partner are committed to each other, but still have non-committal sex with other men.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EPeople of all stripes are engaging in open relationships. Over the past few years, Levinson says she&rsquo;s been seeing &ldquo;quite a bit of diversity&rdquo; among those participating in open relationships in her sessions, in terms of everything from &ldquo;economic resources&rdquo; to &ldquo;ethnicity&rdquo;. (However, she acknowledges that as a counsellor working in New York City, she gets to see a different sample than one might come across in other more conservative parts of the US.)&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EAmong Winston&rsquo;s client base, podcast listeners and website visitors, she&rsquo;s found many who are interested or participating in open relationships tend to skew relatively young &ndash; between the ages of 25 and 45. And many identify as queer, bisexual and\u002For \u003Ca href=\"https:\u002F\u002Fwww.hrc.org\u002Fresources\u002Fglossary-of-terms\"\u003Epansexual\u003C\u002Fa\u003E. However, in her practice, she&rsquo;s worked with clients interested in or practicing open relationships who are as young as 19 and as old as in their 70s. &ldquo;The people who come to my door completely span the spectrum,&rdquo; she says.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E&lsquo;Getting curious&rsquo;\u003C\u002Fstrong\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EDating-app trends help highlight the rise in interest in open relationships. For one, there has been an emergence of \u003Ca href=\"https:\u002F\u002Fwww.womenshealthmag.com\u002Fsex-and-love\u002Fa36108639\u002Fbest-polyamorous-dating-sites-apps\u002F\"\u003Eplatforms particularly focused on non-monogamy\u003C\u002Fa\u003E, including open relationships, to cater to rising curiosity. But even more traditional dating apps, such as OkCupid, have seen a spike in interest in open relationships.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;While the majority of OkCupid daters seek monogamous relationships, in 2021, users seeking non-monogamous relationships increased 7%,&rdquo; an OkCupid representative told BBC Worklife. Among more than 1 million UK-based OkCupid users who responded to the question, &lsquo;Would you consider having an open relationship?&rsquo; in the app, 31% percent said yes in 2022, compared to 29% in 2021 and 26% in 2020.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220725-the-rising-curiosity-behind-open-relationships-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"When you keep choosing monogamy and it's not working… you start getting curious about [whether] there’s another way – Sarah Levinson","id":"worklife\u002Farticle\u002F20220725-the-rising-curiosity-behind-open-relationships-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAdditionally, 2022 data from dating app Hinge showed \u003Ca href=\"https:\u002F\u002Fdrive.google.com\u002Ffile\u002Fd\u002F1IJny0RFTdpNINr46tO7nsOgNBFmTT6iI\u002Fview\"\u003Eone in five Hinge users &ldquo;would consider&rdquo; trying out an open relationship\u003C\u002Fa\u003E, while one in 10 have already engaged in one. Hinge&rsquo;s director of relationship science Logan Ury says there may be a pandemic effect, since she believes it was &ldquo;the perfect opportunity to \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220224-why-sexual-identities-shifted-during-the-pandemic\"\u003Epause and think more about what we want\u003C\u002Fa\u003E.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003ECounsellors and professionals including Levinson and Winston have \u003Ca href=\"https:\u002F\u002Fmetro.co.uk\u002F2022\u002F04\u002F12\u002Fpeople-are-opening-up-their-marriages-due-to-the-strain-of-lockdowns-16448764\u002F\"\u003Ealso observed an uptick\u003C\u002Fa\u003E. Winston says that much of the recent interest she&rsquo;s seen in open relationships comes from millennials who are simply &ldquo;questioning the way they&rsquo;ve been raised&rdquo; &ndash; in most cases, to believe that long-term, married monogamy is the end goal of intimate relationships.\u003C\u002Fp\u003E\n\u003Cp\u003EThis may stem from an overall trend towards open mindedness, believes Levinson. &ldquo;Societally, we are all more open minded to all sorts of identities that are less conventional&hellip; people are more willing to challenge societal constructs in a general way.&rdquo; This has opened the door for people to question their own desires, too. &nbsp;When &ldquo;you keep choosing monogamy and it's not working&hellip; you start getting curious about [whether] there&rsquo;s another way&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd for those who are curious, there are more resources than ever. Along with the &ldquo;explosion of interest&rdquo; in open relationships, adds Winston, there&rsquo;s an &ldquo;explosion in content creators and people writing about it in media&hellip; in apps, in community meetups&rdquo;. This means information about non-monogamy is widely accessible &ndash; not in &ldquo;old, dusty LiveJournals [personal online journals] &nbsp;in the corners of the internet&rdquo;, which is where Winston says she needed to look for information more than a decade ago.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EMore fantasy than reality?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EDespite more people embracing non-monogamous arrangements, and a rising visibility around open relationships, the general perception still leans negative. &ldquo;\u003Ca href=\"https:\u002F\u002Fblogs.iu.edu\u002Fkinseyinstitute\u002F2022\u002F06\u002F17\u002Fpolyamory-and-consensual-non-monogamy-in-the-us\u002F\"\u003EResearch and public opinion polls\u003C\u002Fa\u003E suggest that attitudes toward consensual non-monogamy are mostly negative overall, although they appear to have trended more positive in recent years,&rdquo; says Dr Justin Lehmiller, Kinsey Institute research fellow and host of the Sex and Psychology Podcast.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EWhile those negative attitudes may not stop people from thinking about being in open relationships, it can deter them from engaging in them. In his research about sexual fantasies, for instance, Lehmiller has found that &ldquo;most people have fantasised about being non-monogamous in some way before, such as by participating in swinging, opening up their relationship or being polyamorous&rdquo;. However, he adds, &ldquo;relatively few are practising it in real life&rdquo;. Although there is no post-pandemic data on how many people are in these arrangements, \u003Ca href=\"https:\u002F\u002Fpubmed.ncbi.nlm.nih.gov\u002F30932711\u002F\"\u003ECanadian research from 2019 puts the figure at about 4%\u003C\u002Fa\u003E, with a \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpmc\u002Farticles\u002FPMC5958351\u002F\"\u003Esimilar figure emerging in a 2018 US study\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220725-the-rising-curiosity-behind-open-relationships-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0cny0h5"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220725-the-rising-curiosity-behind-open-relationships-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ELevinson believes this may in part stem from an entrenched perception that open relationships are broadly seen as &lsquo;unhealthy&rsquo;. Among her therapist colleagues, Levinson has observed that plenty still view the &ldquo;dyad&rdquo; or &ldquo;couple bubble&rdquo; as the &ldquo;only workable way of having a secure attachment&rdquo;, she says. She feels these attitudes can &ldquo;cut into people feeling like this is a viable option for them&rdquo;. Religious beliefs can also deter people from engaging in sexual and\u002For dating relationships with more than one person at a time, as can the cultural norms of certain communities.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EEven so, Winston sees people, particularly millennials and Gen Z, continuing to move away from the idea that one partner can fulfil all their needs (something the traditionally monogamous concept of marriage encourages). She points to more \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220401-plps-platonic-life-partnerships\"\u003Eplatonic friends deciding to live together and coparent\u003C\u002Fa\u003E as well as \u003Ca href=\"https:\u002F\u002Fwww.politico.com\u002Fnews\u002Fmagazine\u002F2021\u002F10\u002F17\u002Freality-dating-series-conservatism-515581\"\u003Edeclining marriage rates\u003C\u002Fa\u003E, to suggest a possible future societal shift in the way people engage in relationships. &ldquo;People are branching out more into creating the relationships that make the most sense for their lives,&rdquo; she says.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EWhile Levinson agrees there will be a continued increase in &ldquo;creative relationship structures&rdquo; for similar reasons, she doesn&rsquo;t think it will become a global phenomenon. Too many cultures around the world present challenges to people hoping to open their relationships, and the taboo remains globally prevalent.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EOkCupid&rsquo;s head of global communications Michael Kaye has a different view. &ldquo;The behaviours we see among daters today have been around forever. But people are becoming more open and transparent about how they identify [and] what they want in a relationship. I think with every single passing year, were becoming a little bit less judgmental about others.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220725-the-rising-curiosity-behind-open-relationships-6"}],"collection":["worklife\u002Fpremium-collection\u002Flovelife"],"disableAdverts":false,"displayDate":"2022-08-05T13:17:52Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The rising curiosity behind open relationships","headlineShort":"Why open relationships are on the rise","image":["p0cnxxjm"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2022-02-27T22:52:24.455144Z","Project":"wwverticals","Slug":"option\u002Fpublish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"64a461aca471ef30b9021812"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20220301-does-solo-polyamory-mean-having-it-all","worklife\u002Farticle\u002F20220224-why-sexual-identities-shifted-during-the-pandemic","worklife\u002Farticle\u002F20220104-are-gen-z-more-pragmatic-about-love-and-sex"],"relatedTag":null,"summaryLong":"Taking on additional sexual partners while in a committed relationship has long been taboo. And while it’s not exactly mainstream now, there’s still rising interest in being open.","summaryShort":"From 'free passes' to swinging, interest in consensual non-monogamy is spiking","tag":["tag\u002Fhow-we-live","tag\u002Fbest-of-worklife-2022"],"textToSpeech":false,"creationDateTime":"2022-08-04T23:14:27.020042Z","entity":"article","guid":"1bfe80ad-f00b-4f60-8745-ec17c622e6c0","id":"worklife\u002Farticle\u002F20220725-the-rising-curiosity-behind-open-relationships","modifiedDateTime":"2022-12-13T17:52:42.939282Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20220725-the-rising-curiosity-behind-open-relationships","cacheLastUpdated":1692600645398},"worklife\u002Farticle\u002F20220420-are-baby-boomers-having-the-best-time-in-bed":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20220420-are-baby-boomers-having-the-best-time-in-bed","_id":"64a4618fa471ef0d5a4e13e0","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Older adults are often passed over in conversations about intimacy. But they may be having more fun than everyone else.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESociety loves to focus on the sex and dating lives of Gen Z and millennials. How are they dating, what sexual orientations are they identifying with and what are their relationships like? But as glossy as young love may be, dating and sex don&rsquo;t begin and end in young adulthood.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EIn fact, both activities can improve significantly with age. Multiple studies show people who&rsquo;ve lived longer may just be having the best sex. For example, a 2016 study of more than 6,000 adults in the US showed &ldquo;\u003Ca href=\"https:\u002F\u002Fwww.tandfonline.com\u002Fdoi\u002Ffull\u002F10.1080\u002F00224499.2016.1233315\"\u003Eage had a positive relationship with sexual quality of life\u003C\u002Fa\u003E&rdquo;, with researchers concluding that older respondents had developed what they dubbed &ldquo;sexual wisdom&rdquo; &ndash; which referred to not just sexual prowess, but also respondents&rsquo; aptitude as a considerate and giving partner.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;With life experience, people&nbsp;might be learning more about their own sexual preferences and their partners&rsquo; likes and dislikes,&rdquo; says Miriam Forbes, senior research fellow at Macquarie University in Sydney, Australia, who worked on the study.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003ESimilarly, research on the \u003Ca href=\"https:\u002F\u002Fwww.routledge.com\u002FMagnificent-Sex-Lessons-from-Extraordinary-Lovers\u002FKleinplatz-Menard\u002Fp\u002Fbook\u002F9780367181376\"\u003Esex lives of adults in their 60s to 80s\u003C\u002Fa\u003E, conducted by Dr Peggy Kleinplatz, director of the optimal sexual-experiences research team at the University of Ottawa, overwhelmingly showed the subjects&rsquo; intimate lives had improved with the years. And a 2018 study out of Israel showed that \u003Ca href=\"https:\u002F\u002Fpubmed.ncbi.nlm.nih.gov\u002F30489170\u002F\"\u003Eadults aged 60 to 91 had transitioned their focus &ldquo;from lust to love&rdquo;\u003C\u002Fa\u003E and from &ldquo;getting to giving&rdquo; sex over time.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EWith a body of research suggesting skill, expertise and better communication in both sexual and romantic desires come with experience, younger people may stand to learn much about relationships from their older peers. It could even reshape the narrative of our sexual journeys, deconstructing traditional notions of who is having the best sex and when.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20220420-are-baby-boomers-having-the-best-time-in-bed-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"A stock shot from Grace and Frankie","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220420-are-baby-boomers-having-the-best-time-in-bed-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EA closer look at senior intimacy\u003C\u002Fstrong\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EIncreasing public interest in senior dating and sexuality is a new phenomenon.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EWhen Dr Stacy Lindau started as a medical student in the mid-1990s in Rhode Island, US, she was taught to ask her older patients about their sexual histories &ndash; but she noticed her teachers weren&rsquo;t doing that themselves. Nevertheless, she did ask &ndash; and the questions about her patients&rsquo; past experiences elicited a &ldquo;twinkle in their eye&rdquo;, she says. &ldquo;They came to life and had a story to tell.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EIf simply asking older patients about their intimate lives had this positive effect, it certainly seemed like an area worth studying to figure out how to address their overall wellness. But Lindau noticed that while studies had been conducted to focus on the sexual behaviours of younger adults, none centred on those 60 and up. The studies on younger people received funding because their cohort was most affected by HIV\u002FAIDS, suggests Lindau, a popular and crucial research subject at that time. However, as effective treatments for HIV\u002FAIDs extended the lives of those living with the virus, research on the subject shifted to encompass older people. Meanwhile, the &ldquo;successful marketing of erectile dysfunction drugs&rdquo; added another influence that &ldquo;really opened the door&rdquo; for studying sexuality among older adults, says Lindau.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThis helped Lindau get funding for the study she and colleagues conducted, published in 2008. Featuring more than 3,000 US adults aged 57 to 85, Lindau&rsquo;s study revealed that more than half of \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpmc\u002Farticles\u002FPMC2426743\u002F\"\u003Epeople between 65 and 74 years old had had sex at least once\u003C\u002Fa\u003E in the previous year, but that older adults weren&rsquo;t particularly likely to discuss their sex lives with physicians. The study also served as a template that paved the way for similar longitudinal studies on intimacy among older adults in both \u003Ca href=\"https:\u002F\u002Fwww.elsa-project.ac.uk\u002F\"\u003Ethe UK\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Ftilda.tcd.ie\u002F\"\u003EIreland\u003C\u002Fa\u003E.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EMeanwhile, in her clinical work, Lindau continued to discuss the sex and dating lives of people in their 60s and 70s. Along with learning about her older patients&rsquo; continued interest in maintaining active sex lives, she also learned that dating apps had &ldquo;become more mainstream&rdquo; among older people, allowing them to put themselves out there in a way that wasn&rsquo;t quite available in the past.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;Another theme I heard is what a gift it is to age,&rdquo; says Lindau. Her patients, many of whom had survived cancer or other illnesses, were learning how to embrace the aging process in part by adapting their sex and dating lives to their current realities, essentially turning age-related obstacles into creative learning experiences.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThis attitude is reflected in the aforementioned studies focused on intimacy among people in their 60s and older, and in Kleinplatz&rsquo;s research on people in that age group from all over the world. &ldquo;We learned that &lsquo;great lovers&rsquo; are made, not born,&rdquo; says Kleinplatz. &ldquo;Typically, the peak sexual experiences began in midlife and beyond.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EIn other words, these researchers showed the path to sexual fulfilment was one that almost necessarily took time. And that &ldquo;sexual wisdom&rdquo; Forbes discussed in her research doesn&rsquo;t just make intimacy \u003Cem\u003Epossible\u003C\u002Fem\u003E at older ages &ndash; it often makes it better.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220420-are-baby-boomers-having-the-best-time-in-bed-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"A couple in bed together","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220420-are-baby-boomers-having-the-best-time-in-bed-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EReframing the sexual journey\u003C\u002Fstrong\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThe generation of sexual liberation is indeed having sex &ndash; and perhaps better sex than everyone else.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EAnd although many people may still feel prickly talking about the romantic lives of older adults, this group is increasingly gaining voice &ndash; and ultimately normalising their positive sexual experiences. On television, shows that depict older adults as they navigate romance and sexuality, like Grace and Frankie and The Kominsky Method, are on the rise; many seniors are also getting to speak on the \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2022\u002F01\u002F12\u002Fmagazine\u002Fsex-old-age.html\"\u003Ejoys and challenges of sex in later life\u003C\u002Fa\u003E (and even about \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Flifeandstyle\u002F2022\u002Fmar\u002F09\u002Fwere-having-way-better-sex-than-our-kids-the-joy-of-lovemaking-in-your-70s\"\u003Eliving their best sex lives\u003C\u002Fa\u003E in their 70s).&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThis narrative shift can help put the sex lives of younger adults in perspective. Instead of hearing the usual (and not especially scientific) statistics about men \u003Ca href=\"https:\u002F\u002Fmelmagazine.com\u002Fen-us\u002Fstory\u002Fscience-says-a-man-is-in-his-prime-at-18-or-25-or-50\"\u003Ehitting their sexual peaks\u003C\u002Fa\u003E at 18 and women doing so at 35, these closer looks at older adults&rsquo; intimate lives challenge the viewpoint that a booming sex and dating life must be achieved in a person&rsquo;s 20s or 30s &ndash; or else they&rsquo;ve missed their window. On the contrary, sex lives can be thought of as a holistic journey, one that improves with time and experience.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;By the time you&rsquo;re old, you&rsquo;ve learned how to work around things,&rdquo; says Dossie Easton, 78, author of The Ethical Slut. &ldquo;Experience gives us a wider repertoire and more of a way to match with any given person.&rdquo; And the data appears to agree &ndash; great sex is far from limited to the young; it&rsquo;s part of a future that younger sexually active people are working towards.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220420-are-baby-boomers-having-the-best-time-in-bed-4"}],"collection":[],"disableAdverts":false,"displayDate":"2022-04-22T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Are Baby Boomers having the best time in bed?","headlineShort":"The lovers with 'sexual wisdom'","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Older adults are often passed over in conversations about intimacy. But they may be having more fun than everyone else.","summaryShort":"Are Baby Boomers having more fun than everyone else?","tag":[],"textToSpeech":false,"creationDateTime":"2022-04-22T00:00:36.51257Z","entity":"article","guid":"0d94becf-46bc-4e23-b0e0-d5074ddf39d4","id":"worklife\u002Farticle\u002F20220420-are-baby-boomers-having-the-best-time-in-bed","modifiedDateTime":"2022-04-22T01:03:53.430154Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20220420-are-baby-boomers-having-the-best-time-in-bed","cacheLastUpdated":1692600645390},"worklife\u002Farticle\u002F20220317-age-gaps-the-relationship-taboo-that-wont-die":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20220317-age-gaps-the-relationship-taboo-that-wont-die","_id":"64a4617ba471ef2ee24984d7","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Societies are increasingly progressive; today, many people accept that love presents in many ways. So why do people still judge couples who are many years apart?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"xmsonospacing\"\u003EA viral chart from 2019 keeps popping up on social media: a&nbsp;\u003Ca href=\"https:\u002F\u002Fwww.insider.com\u002Fleonardo-dicaprio-girlfriends-reddit-chart-2019-3\"\u003Egraph detailing Leonardo DiCaprio&rsquo;s dating history\u003C\u002Fa\u003E.&nbsp;A Reddit user had spotted a trend &ndash; although the actor was 44 at the time, he seemingly only dated women aged 25 or younger, always breaking up with partners before they reached their 26th birthday.&nbsp;&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"xmsonormal\"\u003EResponses to the chart were mixed; some commended DiCaprio for his ability to attract younger women, while others berated the veteran actor, begging him to find someone closer to his own age. Even at three years old, the chart continues to resurface, as commentators keep a keen eye on DiCaprio&rsquo;s current relationship with 24-year-old Camila Morrone.&nbsp;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThe reactions to the actor&rsquo;s dating habits embody the contentious views surrounding age-gap relationships &ndash; for some, they are a source of admiration, while for others, there is something inherently unsettling about coupling up with a much younger person.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EFrom Demi Moore and Ashton Kutcher, to George and Amal Clooney, high-profile age-gap relationships have always set tongues wagging. Although in 2014 the \u003Ca href=\"https:\u002F\u002Ffivethirtyeight.com\u002Ffeatures\u002Fwhats-the-average-age-difference-in-a-couple\u002F#:~:text=The%20average%20age%20difference%20(for,12%20months%20apart%20in%20age.\"\u003Eaverage age difference\u003C\u002Fa\u003E in US heterosexual relationships was a relatively small 2.3 years, many couples have a much wider gap. In Western countries, \u003Ca href=\"https:\u002F\u002Fwww.taylorfrancis.com\u002Fchapters\u002Fedit\u002F10.4324\u002F9780203874370-7\u002Fmay%E2%80%93december-paradoxes-exploration-age-gap-relationships-western-society-western-society-justin-lehmiller-christopher-agnew\"\u003Earound 8%\u003C\u002Fa\u003E of male-female couples have an age-gap of 10 years or more, rising to 25% in male-male unions and 15% of female-female relationships. For some the gap is even larger &ndash; data suggests that around 1% of heterosexual couples in the US have an age difference of 28 years or more.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EOur views around age-gap relationships are shaped by thousands of years of evolutionary psychology, and generations of social and cultural norms. Within the last hundred years, economic shifts and increased gender equalities have changed what is considered a &lsquo;normal&rsquo; age-gap, and recent social justice movements have increased scrutiny of power dynamics in mixed-age relationships. Couples with large age gaps often face judgement, and while some experts believe that this could be about to change, others argue that young people could be becoming more disapproving of mixed-age love than ever before.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EAn evolutionary nudge\u003C\u002Fstrong\u003E\u003Cstrong\u003E&nbsp;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThose who find DiCaprio&rsquo;s dating habits distasteful aren&rsquo;t without good reason. Aversions to age-gap relationships are very common and, like most taboos, they stem from thousands of years of evolution as well as more recent social and cultural cues.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;In many cultures, it is not considered acceptable to fall in love with someone who is much older or younger than you,&rdquo; says Dr Elena Touroni, a consultant psychologist and co-founder of The Chelsea Psychology Clinic in London. &ldquo;From an evolutionary perspective, the drive to have a family can have an impact on who we choose to have a relationship with &ndash; both from a biological perspective but also in the sense of both parents being alive to raise the child.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20220317-age-gaps-the-relationship-taboo-that-wont-die-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"In many cultures, it is not considered acceptable to fall in love with someone who is much older or younger than you - Dr Elena Touroni","id":"worklife\u002Farticle\u002F20220317-age-gaps-the-relationship-taboo-that-wont-die-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EFor both \u003Ca href=\"https:\u002F\u002Fpubmed.ncbi.nlm.nih.gov\u002F7657747\u002F\"\u003Emen\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.britishfertilitysociety.org.uk\u002Ffei\u002Fat-what-age-does-fertility-begin-to-decrease\u002F\"\u003Ewomen\u003C\u002Fa\u003E, fertility tends to decline after the age of about 35, and though women lose their ability to conceive much more rapidly, it makes sense that we&rsquo;ve evolved to be attracted to people who are similarly aged. Although there is relatively little data on age in LGBTQ+ relationships, we know that age-gaps among same-sex couples are much more common, perhaps reflecting how much the ability to biologically conceive together influences how we approach finding a partner.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EIt&rsquo;s not just about parenting, however. Pairing up with someone of a similar age makes your relationship \u003Ca href=\"https:\u002F\u002Fwww.theatlantic.com\u002Fhealth\u002Farchive\u002F2014\u002F11\u002Fwhy-to-marry-someone-your-own-age\u002F382520\u002F\"\u003Emore likely\u003C\u002Fa\u003E to go the distance, \u003Ca href=\"https:\u002F\u002Fftp.iza.org\u002Fdp10863.pdf\"\u003Eresearch shows\u003C\u002Fa\u003E. Experts believe that this is because these couples tend to go through life challenges and stages at a similar time, and can therefore continue to find common ground.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;In the initial 10 years of marriage, people report higher levels of marital satisfaction when their partner is younger than them,&rdquo; says Grace Lordan, an associate professor of behavioural science at the London School of Economics, who is currently researching age-gap relationships and happiness. &ldquo;However, over time, the marital satisfaction of different-aged couples declines more than similar-aged partners. The probability of similar-aged couples divorcing is also lower.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EYet despite these factors nudging us towards partners of the same age, socio-economic circumstances can sometimes counteract evolutionary urges. In 1900, the average age-gap between couples \u003Ca href=\"https:\u002F\u002Fpaa2008.princeton.edu\u002Fpapers\u002F80695\"\u003Ewas about double the gap in 2000\u003C\u002Fa\u003E; &nbsp;historically people (particularly those in the middle- and upper-classes) would have been much more likely to marry someone far older or younger than them.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThe reasons for this are both biological and economic. If a 50-year-old man wants to have children, it is not in his interest to couple up with a similarly-aged woman who is much less likely to still be fertile. In a patriarchal society in which men have the economic power, the choice to pair up with a much younger woman would be more likely to be available to him.&nbsp; &nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EIn the 19th and early 20th Centuries, most women were excluded from the workforce, so it made sense for them to prioritise marrying someone who had already achieved financial security. For men, it made sense to establish themselves economically and worry about marriage at a later date &ndash; when due to their increased social power they were able to find younger wives who provided the best chance of having children.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhom we judge and why\u003C\u002Fstrong\u003E\u003Cstrong\u003E&nbsp;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAs women have gained greater economic power, however, the appeal of a much-older spouse has fallen, making age-gap relationships less common &ndash; and often more taboo.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThese days, even as most societies embrace increasingly progressive views on love, relationships and the rich variety of ways they can present, couples where one person is much older than the other still face judgement. Rather than assume people are happily together, there's a tendency to worry about possible power imbalances, and view the relationship as transactional, assuming one party is seeking to elevate their social status or wealth. There's even specific vocabulary to aid that judgement; an older man must be a &lsquo;sugar daddy&rsquo;, a younger woman a &lsquo;gold-digger&rsquo; or victim of &lsquo;daddy issues&rsquo;.&nbsp;&nbsp;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220317-age-gaps-the-relationship-taboo-that-wont-die-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Franc President Emmanuel Macron and his wife Brigitte","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220317-age-gaps-the-relationship-taboo-that-wont-die-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn recent years, that vocabulary has been expanded to include relationships in which women are the significantly older partner; words like &lsquo;cougars&rsquo; and &lsquo;toyboys&rsquo; reflect the rise in this kind of relationship. Statistics show that in 1963 just \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Fuk\u002F2003\u002Fdec\u002F12\u002Fgender.britishidentity\"\u003E15% of UK brides were older than their groom\u003C\u002Fa\u003Es. By 1998, this had risen to 26%, and findings from one \u003Ca href=\"https:\u002F\u002Fwww.jstor.org\u002Fstable\u002F23016658?mag=stigma-around-older-woman-younger-man-relationships&amp;seq=1#metadata_info_tab_contents\"\u003E2011 study\u003C\u002Fa\u003E suggested that the number of women married or \u003Ca href=\"https:\u002F\u002Fwww.jstor.org\u002Fstable\u002F23016658?mag=stigma-around-older-woman-younger-man-relationships&amp;seq=1#metadata_info_tab_contents\"\u003Ecohabiting with a man five years or younger had almost tripled\u003C\u002Fa\u003E since the 1970s.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EWomen who choose to date younger men seem to face a disproportionate amount of judgement. &ldquo;Us humans are judgemental, and if what our neighbour is doing is misaligned with what we expect, we put a spotlight on it,&rdquo; says Lordan. &ldquo;Women who match with younger men go most against the grain when it comes to our narrative of marriage, and so suffer the most judgement.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThe media attention that surrounded French President Emmanuel Macron&rsquo;s marriage to a woman 24 years his senior, or the fevered coverage of 41-year-old Kim Kardashian&rsquo;s relationship with 28-year-old Pete Davidson only underlines this. Yet Touroni believes that older men\u002Fyounger women relationships are now perceived with even more judgement than older women\u002Fyounger men couples.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThis is perhaps in part linked to the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20190718-the-metoo-evolution\"\u003E#MeToo movement\u003C\u002Fa\u003E, which placed increased attention on power dynamics in relationships. Some argue a significant age-gap, combined with the social and economic power that men wield in a male-dominated society, can leave young women in a vulnerable position. One study conducted shortly after #MeToo took hold shows that \u003Ca href=\"https:\u002F\u002Fwww.sciencedirect.com\u002Fscience\u002Farticle\u002Fabs\u002Fpii\u002FS019188691830120X\"\u003Emany outsiders believe that there&rsquo;s an aspect of exploitation in age-gap relationships\u003C\u002Fa\u003E. Researchers found young people were particularly averse to relationships in which the male partner was older, and posited this was because they assumed that the relationship was exchange-based &ndash; for example, that people were exchanging sex for a certain lifestyle.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWill the age-gap taboo disappear?\u003C\u002Fstrong\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EToday, there is an increased acceptance that all relationships look different &ndash; whether this relates to \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220224-why-sexual-identities-shifted-during-the-pandemic\"\u003Esexuality\u003C\u002Fa\u003E, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210610-why-more-women-identify-as-sexually-fluid-than-men\"\u003Egender\u003C\u002Fa\u003E or even the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210326-ethical-non-monogamy-the-rise-of-multi-partner-relationships\"\u003Enumber of people\u003C\u002Fa\u003E in the same relationship.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220317-age-gaps-the-relationship-taboo-that-wont-die-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Us humans are judgemental, and if what our neighbour is doing is misaligned with what we expect, we put a spotlight on it – Grace Lordan","id":"worklife\u002Farticle\u002F20220317-age-gaps-the-relationship-taboo-that-wont-die-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ETouroni says as more kinds of relationships are normalised, she hopes that people will respect the choices of those in age-gap relationships. &ldquo;We are living in an era of more freedom and flexibility, so I would like to think that over time we will become significantly less judgemental about other people&rsquo;s relationship choices, whether that&rsquo;s age-gaps or anything else.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EYet there&rsquo;s little evidence that society&rsquo;s fascination with age-gaps is lessening. So-called May-to-December celebrity love affairs still regularly make headlines, and \u003Ca href=\"https:\u002F\u002Fwww.sciencedirect.com\u002Fscience\u002Farticle\u002Fabs\u002Fpii\u002FS019188691830120X\"\u003Eyoung people\u003C\u002Fa\u003E seem even more judgemental of age-gap relationships than their older counterparts, particularly when a man is older than a female partner. Given that young people are generally at the forefront of social changes, their disapproval could mean that the age-gap taboo might become even more deeply entrenched.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;Overall, I do hold out hope that we are becoming less judgemental of others, whatever their choices are,&rdquo; says Lordan. &ldquo;But the narratives of what a &lsquo;good&rsquo; relationship looks like are so hard-wired in Western society, it is unlikely that we will reach a place where people stop judging the lifestyle choices of others that go against these norms, including age-gap couples.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220317-age-gaps-the-relationship-taboo-that-wont-die-6"}],"collection":[],"disableAdverts":false,"displayDate":"2022-03-25T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Age gaps: The relationship taboo that won't die","headlineShort":"The relationship taboo that won't die","image":[],"imageAlignment":"centre","imageAltText":"An older man and a younger woman, looking happy","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Societies are increasingly progressive; today, many people accept that love presents in many ways. So why do people still judge couples who are many years apart?","summaryShort":"Why can't people accept that some couples simply aren't close in age?","tag":[],"textToSpeech":false,"creationDateTime":"2022-03-24T20:32:06.290632Z","entity":"article","guid":"801eca88-2e55-4a5c-8801-cc14431e0428","id":"worklife\u002Farticle\u002F20220317-age-gaps-the-relationship-taboo-that-wont-die","modifiedDateTime":"2022-03-24T20:32:06.290632Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20220317-age-gaps-the-relationship-taboo-that-wont-die","cacheLastUpdated":1692600645391},"worklife\u002Farticle\u002F20221019-the-millennials-in-sexless-marriages":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20221019-the-millennials-in-sexless-marriages","_id":"64a4617da471ef45b65f528b","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fjessica-klein"],"bodyIntro":"Millennials should be at their sexual prime. Why are so many couples reporting major dry spells?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cem\u003EAs 2022 comes to a close, we're bringing back our favourite pieces of the year. See the rest of our&nbsp;\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Ftags\u002Fbest-of-worklife-2022\u002F\"\u003EBest of Worklife 2022 collection\u003C\u002Fa\u003E&nbsp;for more great reads.\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;The first [several] years of our marriage we had an amazing sex life &hellip; and as he got older (he&rsquo;s 30 now), he just doesn't seem interested in sex anymore.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EThis is one of many comments floating around the r\u002FDeadBedrooms subreddit on the social-media platform Reddit &ndash; a self-described &ldquo;discussion group for Redditors who are coping with a relationship that is seriously lacking in sexual intimacy&rdquo;. Frustrated anecdotes like these abound from people who are in low- or zero-sex relationships. &ldquo;Why does he prefer his own hand over having sex with me?&rdquo; one poster asks. The subreddit&rsquo;s outlook is relatively bleak: &ldquo;Advice is always appreciated,&rdquo; reads its description, &ldquo;just don't be surprised if we've heard it all.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EWhile it may seem natural enough for these stories to come from older couples struggling to retain the spark they had decades earlier, many are posted by people who self-identify as being in their late 20s or 30s. Some say children or marriages put a halt to their sex lives; others say their &ldquo;low-libido&rdquo; husbands can watch endless pornography, yet won&rsquo;t get aroused with them. The list of grievances continues from throngs of millennials posting about their &lsquo;dead bedrooms&rsquo;.\u003C\u002Fp\u003E\n\u003Cp\u003EAlthough millennials are in or around their sexual prime, some members of this generation around the world have reportedly been \u003Ca href=\"https:\u002F\u002Fwww.theatlantic.com\u002Fmagazine\u002Farchive\u002F2018\u002F12\u002Fthe-sex-recession\u002F573949\u002F\"\u003E&ldquo;retreating from sex&rdquo;\u003C\u002Fa\u003E. Accounts from millennials forums including r\u002FDeadBedrooms corroborate this, especially for married and long-term couples.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003ESome recent statistics tell a similar story: a 2021 survey of adults ages 18 to 45 across the US, conducted by the Kinsey Institute at Indiana University and sex-retailer Lovehoney, showed that among married adults, millennials were the most likely to &ldquo;report problems with sexual desire in the past year&rdquo;. The survey showed 25.8% of married millennials reported this problem, while only 10.5% of married Gen Z and 21.2% of married Gen X adults reported the same.\u003C\u002Fp\u003E\n\u003Cp\u003EAlthough &ldquo;low desire isn&rsquo;t necessarily synonymous with being in a sexless marriage&rdquo;, says Justin Lehmiller, research fellow at the Kinsey Institute, &ldquo;when one or both partners in a marriage experience a drop-off in desire for sex, sexual frequency usually declines &ndash; and loss of desire is one of the biggest reasons why marriages become sexless in the first place&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003EWhat, exactly, is going on? Sex therapists and researchers suggest a variety of factors that may explain millennials&rsquo; sexless marriages, from their current life stages to the almighty influence of the internet. Regardless of the specific reasons causing sexual fractures in the bedroom, overwhelmingly, this generation is facing some unique &ndash; even unprecedented &ndash; obstacles to healthy sex lives.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20221019-the-millennials-in-sexless-marriages-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0d7sx30"],"imageAlignment":"right","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20221019-the-millennials-in-sexless-marriages-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EThe anatomy of a sexless marriage\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThere are multiple definitions of a sexless marriage. One is literal: the couple has not had any sex at all for a long period of time. Another widely used measure for a sexless marriage is having sex \u003Ca href=\"https:\u002F\u002Fwww.relate.org.uk\u002Fget-help\u002Fover-quarter-relationships-are-sexless\"\u003Efewer than 10 times a year\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EExperts who spoke with BBC Worklife also had varying ideas. New York City-based sex therapist Stephen Snyder says, &ldquo;I usually think of &lsquo;sexless&rsquo; as four times a year or less,&rdquo; unless that couple is &ldquo;having sex quarterly and they both say it's awesome&rdquo;. Kimberly Anderson, sex therapist and assistant professor of psychiatry at UCLA's School of Medicine, puts the rate of a &lsquo;low-sex&rsquo; marriage at fewer than 25 times per year. Others say the definition is purely subjective; if a couple is unhappy with the frequency at which they&rsquo;re having sex, there&rsquo;s a problem worth addressing.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EMany factors can lead to a sexless or low-sex marriage. If there&rsquo;s a &ldquo;desire discrepancy&rdquo;, as California-based sex therapist Christene Lozano puts it, that imbalance can grow over time if the couple doesn&rsquo;t do a good job of addressing it. The person who wants more sex and keeps initiating it might give up and lose self-esteem if they continue to get rejected, for instance. Meanwhile, the partner doing the rejecting might feel increasingly guilty, altogether creating even worse conditions for fostering arousal.\u003C\u002Fp\u003E\n\u003Cp\u003EOther factors including medical or mental-health issues can also contribute, as these can make sex impossible, painful, difficult or undesirable. Busy lives, with work and\u002For children, can remove sex from the equation, too, as can poor communication about each partner&rsquo;s desires.\u003C\u002Fp\u003E\n\u003Cp\u003EAlthough these aspects contributing to sexless marriages aren&rsquo;t particular to any generation, some experts have noticed a shift in \u003Cem\u003Ewho&rsquo;s\u003C\u002Fem\u003E experiencing sexless relationships, and at what periods in their lives.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;It&rsquo;s become a shorter amount of time in which [couples] become sexless,&rdquo; believes San Francisco-based sex therapist Celeste Hirschman, who&rsquo;s been seeing clients for about 20 years. Anecdotally, she used to see it take around 10 to 15 years for couples to stop having sex with each other. &ldquo;Now, it&rsquo;s maybe taking three to five,&rdquo; she says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20221019-the-millennials-in-sexless-marriages-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Today, most of the couples in sexless marriages that sex therapist Kimberly Anderson sees are 45 and younger","id":"worklife\u002Farticle\u002F20221019-the-millennials-in-sexless-marriages-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAnderson, who&rsquo;s been working as a sex therapist for 30 years, says the demographics of sexless marriages have indeed changed since she started practicing. &ldquo;Thirty years ago, a majority of the couples I treated for sexless marriage were 50-plus,&rdquo; she says, struggling with decreased libido from the hormonal changes and illnesses that come with aging.\u003C\u002Fp\u003E\n\u003Cp\u003EToday, however, most of the couples in sexless marriages that Anderson sees are 45 and younger. &ldquo;The underlying dynamics are quite different than they were\u002Fare with older couples,&rdquo; she says.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe weight of stress\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EToo much stress can get in the way of anyone&rsquo;s sex life &ndash; and millennials are especially riddled with cortisol. &ldquo;Stress is one of the biggest libido killers,&rdquo; says Lehmiller, &ldquo;and millennials are a particularly stressed group in many ways, especially compared to Gen X.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EMajor life stages are one factor. Many millennials are at the age at which they&rsquo;re becoming new parents or have young children, an overwhelming time in people&rsquo;s lives. In a 2018 study from UK-based counselling network Relate, \u003Ca href=\"https:\u002F\u002Fwww.relate.org.uk\u002Fget-help\u002Fover-quarter-relationships-are-sexless\"\u003E61% of people in their 30s reported having less sex than they&rsquo;d like\u003C\u002Fa\u003E because &ldquo;young children are in the way&rdquo;, with 31% saying they&rsquo;ve &ldquo;lost their libido since having children&rdquo;. Other generational struggles \u003Ca href=\"https:\u002F\u002Fwww.bloomberg.com\u002Fnews\u002Farticles\u002F2022-09-06\u002Fpressure-to-reach-life-milestones-affecting-younger-generations-more-research?sref=lgADY7dy\"\u003Ealso feed into stress\u003C\u002Fa\u003E; \u003Ca href=\"https:\u002F\u002Fwww.cnbc.com\u002F2020\u002F11\u002F25\u002Fbuying-a-home-why-its-gotten-harder-for-younger-generations-.html\"\u003Emillennials were already behind prior generations\u003C\u002Fa\u003E to meet life milestones, like buying homes; now, \u003Ca href=\"https:\u002F\u002Fwww.bankrate.com\u002Fmortgages\u002Fhomeownership-remains-centerpiece-of-american-dream\u002F\"\u003Espiking prices \u003C\u002Fa\u003E&nbsp;and the proliferation of student debt are straining millennials, especially financially.\u003C\u002Fp\u003E\n\u003Cp\u003EBut most of all, the current state of the workplace is driving stress. May 2022 data from global consulting firm Deloitte, collected across five countries, revealed \u003Ca href=\"https:\u002F\u002Fwww2.deloitte.com\u002Fcontent\u002Fdam\u002FDeloitte\u002Fglobal\u002FDocuments\u002Fdeloitte-2022-genz-millennial-mh-whitepaper.pdf\"\u003E38% of millennials reported a massive mental-health burden\u003C\u002Fa\u003E, especially for women (41%) versus men (36%), largely driven by work anxiety.\u003C\u002Fp\u003E\n\u003Cp\u003EThe working environment has never been particularly stable or low stress for millennials, of course. &ldquo;For example, many millennials started their careers during the Great Recession,&rdquo; says Lehmiller. But the added burden of the Covid-19 pandemic has brought with it further strife.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;During times of great technological change, people tend to work extremely hard,&rdquo; adds Snyder. And as \u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2016\u002F08\u002Fmillennials-are-actually-workaholics-according-to-research\"\u003Edata shows, millennials are particularly workaholics\u003C\u002Fa\u003E. Overwork often leads to exhaustion, which can lead to couples repeatedly being \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Freel\u002Fvideo\u002Fp0c7rpjl\u002Fwhy-healthy-sleep-is-the-key-to-great-sex-\"\u003Etoo tired for sex \u003C\u002Fa\u003Eat the end of a long day &ndash; a pattern these experts say can endure if repeated too regularly. And worries around financial stability are only exacerbating the problem. &ldquo;Greater financial concerns coupled with higher baseline rates of depression and anxiety could be a particularly potent combination in producing high stress and low sexual desire,&rdquo; says Lehmiller.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20221019-the-millennials-in-sexless-marriages-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0d7swh3"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20221019-the-millennials-in-sexless-marriages-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003ESocial media, pornography and declining sex lives\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe influence of the internet also can&rsquo;t be overstated. Snyder describes social media as a &ldquo;distraction&rdquo; from physical interpersonal activities like sex, but Hirschman believes its role in contributing to sexless marriages goes much deeper. She says it&rsquo;s led to increased \u003Ca href=\"https:\u002F\u002Fwww.vox.com\u002F22697168\u002Fbody-positivity-image-millennials-gen-z-weight\"\u003E&ldquo;image consciousness&rdquo; among millennials\u003C\u002Fa\u003E &ndash; the first generation to really be conscripted into heavy social-media use.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EPeople feel the need to present perfection on these platforms, she says, with filters and touch-ups that aren&rsquo;t available in real life. The resulting self-consciousness can \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpmc\u002Farticles\u002FPMC5217824\u002F\"\u003Efollow people into their bedrooms and marriages\u003C\u002Fa\u003E, \u003Ca href=\"https:\u002F\u002Fasset-pdf.scinapse.io\u002Fprod\u002F1675078390\u002F1675078390.pdf\"\u003Emaking them less body confident\u003C\u002Fa\u003E. Per Relate&rsquo;s 2018 data, 37% of people younger than 30 who were in low-sex partnerships reported self-consciousness about their bodies, while only 14% of those 60 and older said the same.\u003C\u002Fp\u003E\n\u003Cp\u003EIn addition to social media, the experts agree porn has had an \u003Ca href=\"https:\u002F\u002Fwww.vice.com\u002Fen\u002Farticle\u002Fnne53b\u002Fwhat-did-porn-do-to-millennials\"\u003Eoutsized influence on millennials\u003C\u002Fa\u003E, many of whom came of age just as porn was becoming widely accessible online. This, of course, is a huge shift from previous generations. &ldquo;In the 20th Century, some guys tended to be sexually compulsive with lots of women,&rdquo; says Snyder. &ldquo;These days, they just tend to watch lots of porn.&rdquo; In other words, they don&rsquo;t have to seek out sex with another person to have a sexual experience that involves other people, even if those people are only in a video.\u003C\u002Fp\u003E\n\u003Cp\u003EAnderson has many younger-than-45 male clients in sexless marriages who suffer from &ldquo;\u003Ca href=\"https:\u002F\u002Fwww.psychologytoday.com\u002Fus\u002Fblog\u002Flove-and-sex-in-the-digital-age\u002F202104\u002Fporn-induced-erectile-dysfunction\"\u003Eporn-induced erectile dysfunction\u003C\u002Fa\u003E&rdquo;, she says &ndash; a condition that makes it either impossible or very difficult to achieve an erection without pornography and with a real-life partner. This can lead to them preferring solo sex over sex with their partners. Some of them get used to having total control over their pleasure, she explains, or to the more extreme images they see in porn that their married sex can&rsquo;t live up to.\u003C\u002Fp\u003E\n\u003Cp\u003E\"&lsquo;Porn never rejects me&rsquo; or &lsquo;Porn never criticises my performance&rsquo; are common comments in my office,&rdquo; says Anderson.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E&lsquo;Dead bedrooms&rsquo; forever?\u003C\u002Fstrong\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"xmsonormal\"\u003EOf course, millennials can&rsquo;t change that they entered the workforce during a recession and are now reeling from another one. They can&rsquo;t erase the influence of porn or social media.\u003C\u002Fp\u003E\n\u003Cp class=\"xmsonormal\"\u003EAnd it's clear that a lack of sex is a topic some people find hard to even talk about with the person with whom they are sharing a bedroom, let alone more broadly &ndash; making understanding the issues and finding solutions even harder.&nbsp;&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"xmsonormal\"\u003EAs one Redditor wrote on r\u002FDeadBedrooms just a couple days ago, with busy lives and myriad pressures, even raising the subject can seem impossible.&nbsp;\"I just don&rsquo;t even know what to ask for anymore,\" wrote one struggling woman. \"I want to fix this, I just don&rsquo;t know how.\"\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20221019-the-millennials-in-sexless-marriages-6"}],"collection":["worklife\u002Fpremium-collection\u002Flovelife"],"disableAdverts":false,"displayDate":"2022-10-20T13:05:14Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The millennials in sexless marriages","headlineShort":"The millennials in sexless marriages","image":["p0d7sx49"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2022-02-27T22:52:24.455144Z","Project":"wwverticals","Slug":"option\u002Fpublish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"64a461aca471ef30b9021812"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20220725-the-rising-curiosity-behind-open-relationships","worklife\u002Farticle\u002F20220420-are-baby-boomers-having-the-best-time-in-bed","worklife\u002Farticle\u002F20220317-age-gaps-the-relationship-taboo-that-wont-die"],"relatedTag":null,"summaryLong":"Millennials should be at their sexual prime. Why are so many couples reporting major dry spells?","summaryShort":"Why people at their sexual prime have 'dead bedrooms'","tag":["tag\u002Fhow-we-live","tag\u002Fbest-of-worklife-2022"],"textToSpeech":false,"creationDateTime":"2022-10-19T19:56:12.33485Z","entity":"article","guid":"e00f8f31-f421-4908-acb0-868e0d83d5dc","id":"worklife\u002Farticle\u002F20221019-the-millennials-in-sexless-marriages","modifiedDateTime":"2022-12-13T17:47:34.174287Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20221019-the-millennials-in-sexless-marriages","cacheLastUpdated":1692600645390},"worklife\u002Farticle\u002F20220307-should-in-office-workers-be-paid-more":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20220307-should-in-office-workers-be-paid-more","_id":"64a4617ca471ef0d587a7696","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"To pull reluctant workers back to the office, some employers are upping pay packets and offering perks just for stepping through the door. Is it the right approach?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"Body\"\u003EThe looming return to the office &ndash; put off so many times in recent months &ndash; has many leaders grappling with how to re-populate expensive real estate they&rsquo;ve been paying for, but barely occupying, for the past two years. For some companies, one solution has been to throw more money at the problem, paying workers additional sums for the perceived inconvenience of actually travelling to work.&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EMuch has been discussed about whether fully remote workers \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220127-location-based-salary\"\u003Eshould be paid lower wages\u003C\u002Fa\u003E &ndash; particularly if they&rsquo;ve now relocated to lower-earning geographic areas. Yet, far less attention has been given to in-office workers: if they&rsquo;re going to give up the benefit of working from home in 2022, will they now need to be paid for it? After all, surveys show most employees have little appetite for going back to the office full time. In fact, 54% of remote workers in a mid-February survey from business-intelligence firm Morning Consult \u003Ca href=\"https:\u002F\u002Fmorningconsult.com\u002Freturn-to-work\u002F\"\u003Esaid they would consider quitting their jobs if their companies tried to force their return\u003C\u002Fa\u003E.&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EWith statistics like these in mind, some companies are now considering pay rises and perks to help soften the blow of coming back to the cubical either full time or, more likely, on \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Fhello-hybrid\"\u003Ea hybrid model\u003C\u002Fa\u003E of two to three days in the office and the rest remote. Yet, studies show that even that may not be enough for some workers, who now prize flexibility far more than compensation. Moreover, creating new compensation tiers for remote and in-office workers could actually exacerbate pay gaps for women and minorities, creating new equity problems over the coming months.\u003Cstrong\u003E&nbsp;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E\u003Cstrong\u003ETo give or to take?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EPay is often a way for a company to signal where it places value. So, if the company feels strongly about the power of in-person connections right now &ndash; and wants to impress that upon employees &ndash; pay rises for those who come in at least three days a week may be a useful tool, says Stanford University economist Nicholas Bloom.\u003Cstrong\u003E&nbsp;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EMoreover, pay rises tend to be a much simpler solution than cuts. In behavioural economics, &lsquo;prospect theory&rsquo; suggests individuals assess their losses and gains in an asymmetric manner, making it far easier to give someone something than it is to take it away. This is the reason many analysts believe that, instead of remote workers being forced to take pay cuts, in-office staff will likely see gains. Yet, those gains won&rsquo;t always happen in obvious ways.&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E&ldquo;Most companies I&rsquo;m talking to are typically moving to a two-pay system,&rdquo; explains Bloom. Fully-remote workers may see their pay frozen, while &ldquo;folks that come back to the office are going to get a 5% to 10% pay increase, which isn&rsquo;t really a pay increase but setting it to market norms [due to inflation]&rdquo;. Bloom says quite a few firms are talking about the 10% pay difference.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20220307-should-in-office-workers-be-paid-more-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Employers are trying to make the office a destination that you want to go to – Ruth Thomas","id":"worklife\u002Farticle\u002F20220307-should-in-office-workers-be-paid-more-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"Body\"\u003EAdditionally, some companies are building in other financial incentives for in-office workers, such as commuting costs. &ldquo;People kind of absorbed that travel cost into their living expenses while they were home for 18 months and now that feels like an additional expense,&rdquo; explains Ruth Thomas, a UK-based pay equity strategist with compensation data company Payscale. That&rsquo;s why companies like Bloomberg now offer global employees a daily allowance of $75 (&pound;55) for commuting.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EAlong with pay, companies are coming up with other creative perks to reward in-office workers. Simon Coughlin is the associate director of London-based PR agency Babel, which asks employees to be in the office for a minimum of three days per week to aid in collaboration and creativity. &ldquo;We&rsquo;ve found that there is a tendency for people to choose to be in the office on days other than Monday and Friday,&rdquo; he says. &ldquo;So, to entice people into the office on those days we have breakfasts, lunches and, on Friday, drinks starting at 1600.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EBeyond drinks and meals, some companies are offering return-to-office benefits like social programming and free gym memberships. American real estate data company CoStar Group even raffled off luxurious prizes to workers coming back into the office, including a Tesla and all-expense-paid trips to Barbados (its office occupancy \u003Ca href=\"https:\u002F\u002Fwww.wsj.com\u002Farticles\u002Fbarbados-trip-a-tesla-returning-to-the-office-at-this-firm-has-its-rewards-11619967601\"\u003Ereportedly\u003C\u002Fa\u003E shot up by 16% after the announcement).&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E&ldquo;Employers are trying to make the office a destination that you want to go to,&rdquo; says Thomas. &ldquo;The &lsquo;yacht club destination&rsquo; is what I&rsquo;ve heard it described as.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EHowever, Bloom cautions these premiums may not last. &ldquo;In some ways [these incentives] are revolutionary, but I actually think that will die out because it&rsquo;s really a transitionary phase when we are coming off the pandemic into the post-pandemic,&rdquo; he explains. Five years from now, he predicts, the need for these pay incentives will probably be gone, &ldquo;because you are not going to hire new people into the fully remote roles [for a hybrid office]&rdquo;.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220307-should-in-office-workers-be-paid-more-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"A woman commuting to work on the subway","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220307-should-in-office-workers-be-paid-more-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"Body\"\u003E\u003Cstrong\u003EWho&rsquo;s coming back to the office (and who&rsquo;s not)?\u003C\u002Fstrong\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EIn the short to medium term, Bloom believes the issue of how fair it is to be paying the same workers at different scales could become a big topic of debate. &ldquo;Next year it will be hot news and maybe there will be lawsuits over this,&rdquo; he says. &ldquo;People will feel &ndash; maybe rightfully so &ndash; aggrieved over it. They may say &lsquo;I&rsquo;m doing the same job as my co-workers&rsquo;, but that will just die out as these folks are not replaced.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EThere have always been pay discrepancies between distinct groups, including contractors and employees or local managers and managers flown in from abroad, Bloom adds. &ldquo;The painful bit now is that it&rsquo;s so transparent,&rdquo; he says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220307-should-in-office-workers-be-paid-more-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"People will feel – maybe rightfully so – aggrieved over it – Nicholas Bloom","id":"worklife\u002Farticle\u002F20220307-should-in-office-workers-be-paid-more-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"Body\"\u003EThomas has similar concerns that differing pay scales and perks could open companies up to litigation. &ldquo;In pre-pandemic times, we all were just expected to come to work, and you didn&rsquo;t have that choice, and you couldn&rsquo;t say &lsquo;I was caring for this person&rsquo;,&rdquo; she says. &ldquo;But some of us have had nearly two years at home where we built in these caring routines into our lives and we&rsquo;re not prepared to give them up.&rdquo; She believes that people who have proved they can do their jobs successfully from home could potentially allege discrimination if they are excluded from pay rises offered to their in-office colleagues.&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EThomas notes that there are clear demographic differences in who wants to come back to the office and who doesn&rsquo;t. Some 52% of women want to work at least mostly remotely, compared with just 46% of men, according to Slack&rsquo;s latest \u003Ca href=\"https:\u002F\u002Ffutureforum.com\u002Fwp-content\u002Fuploads\u002F2022\u002F01\u002FFuture-Forum-Pulse-Report-January-2022.pdf\"\u003EFuture Forum Pulse\u003C\u002Fa\u003E report. Meanwhile, the report also found that, in the US, 86% of Hispanic and Latino workers and 81% of Asian and Black workers prefer a hybrid or fully remote work arrangement, compared with 75% of white workers. The study attributes this to minority workers experiencing fewer microaggressions and doing less \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210119-why-its-hard-for-people-of-colour-to-be-themselves-at-work\"\u003Ecode-switching in a remote scenario\u003C\u002Fa\u003E.&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EThese differing preferences have the potential to exacerbate pay gaps &ndash; particularly if women and minority workers are more likely to stay fully or partially remote and pay rises are more likely to go to employees who return to the office. Thomas urges leaders to keep a detailed count of who&rsquo;s back at the office by race and gender &ldquo;so you can spot whether that&rsquo;s going to cause you an issue down the line&rdquo;.&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EBeyond issues of diversity, equity and inclusion, there remain real questions about whether pay increases and perks will be enough to lure employees back to the office in the first place, particularly given how hot the labour market is for those who could easily change jobs if their remote work demands aren&rsquo;t met. A \u003Ca href=\"https:\u002F\u002Fold.iwgplc.com\u002FMediaCentre\u002FArticle\u002Fwhy-employees-prefer-hybrid-working-to-pay-rise\"\u003Estudy\u003C\u002Fa\u003E from Switzerland-based International Workplace Group found that 72% of workers preferred long-term flexibility in where they&rsquo;re based compared to a 10% pay rise.&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EMeanwhile, on the anonymous professional network Blind, \u003Ca href=\"https:\u002F\u002Fwww.teamblind.com\u002Fblog\u002Findex.php\u002F2021\u002F04\u002F05\u002Femployees-willing-to-make-less-money-to-stay-home\u002F\"\u003Eusers were asked\u003C\u002Fa\u003E whether they&rsquo;d prefer a permanent work-from-home option or a $30,000 pay rise to go to the office. Of the more than 3,000 US-based respondents &ndash; who represented companies such as Amazon, Google, and Twitter &ndash; 64% chose flexibility over pay. For some workers, it seems, the pay rise would need to be very, very significant to override the benefits of home working. &nbsp;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220307-should-in-office-workers-be-paid-more-6"}],"collection":null,"disableAdverts":false,"displayDate":"2022-03-08T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Should in-office workers be paid more?","headlineShort":"Pay rises for going back to the office?","image":[],"imageAlignment":"centre","imageAltText":"A worker looks at high-rise office buiildings","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"To pull reluctant workers back to the office, some employers are upping pay packets and offering perks just for stepping through the door. Is it the right approach?","summaryShort":"The firms offering financial incentives to staff who come back in","tag":[],"textToSpeech":false,"creationDateTime":"2022-03-07T22:03:20.307266Z","entity":"article","guid":"45eb11e1-8e4d-4de3-a128-77ce48777477","id":"worklife\u002Farticle\u002F20220307-should-in-office-workers-be-paid-more","modifiedDateTime":"2022-03-09T09:25:13.164555Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20220307-should-in-office-workers-be-paid-more","cacheLastUpdated":1692600645391},"worklife\u002Farticle\u002F20220223-are-workers-really-quitting-over-company-values":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20220223-are-workers-really-quitting-over-company-values","_id":"64a4617ba471ef2ea30cc0dd","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"It’s easy to say you’ll leave a job over ethics – but are workers really moving on, especially if they don’t get an offer that’s just as sweet?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhen Jason accepted a software-engineering role at a Big Tech company, it appeared to be the pinnacle of his career. Not only was he offered a six-figure salary, but it would also be the opportunity to work at one of the most valuable firms in the world, in the heart of Silicon Valley.\u003C\u002Fp\u003E\n\u003Cp\u003EBut barely weeks into the new job, Jason was already questioning his decision: the company&rsquo;s values gave him an ethical dilemma. &ldquo;My employer would always claim that it was too hard to solve issues created by its algorithm: echo chambers, misinformation, mental health problems,&rdquo; he explains. &ldquo;However, given the company's sheer amount of resources and engineers, it never seemed like it actually cared about fixing them.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003ELess than a year after landing the role, Jason quit. &ldquo;My team had just finished a new feature, and it was a big milestone for the company,&rdquo; he says. &ldquo;And I realised I didn&rsquo;t care at all: it wasn&rsquo;t going to improve my career, and I wasn&rsquo;t making the world better. It was only to benefit a company that was already worth hundreds of billions of dollars.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EThe shake-up from the Great Resignation has shown that many workers are \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20211214-great-resignation-into-great-reshuffle\"\u003Eshifting to jobs\u003C\u002Fa\u003E that offer better perks: be it greater flexibility, work-life balance or even pay. But there has also been a growing narrative that more employees, like Jason, are now quitting based on how well corporate values align with their own.\u003C\u002Fp\u003E\n\u003Cp\u003EEmerging data suggests employees are indeed becoming more ethically driven. In a recent study from California-based management consultancy Blue Beyond Consulting, seen by BBC Worklife, 80% of US and Canadian workers surveyed stated it was important that company values were consistent with their own. However, there also appears to be a disconnect: only 57% of employees reported that their values did actually align, with only around half of respondents stating that a misalignment would actually lead them to quit.\u003C\u002Fp\u003E\n\u003Cp\u003EAlthough there&rsquo;s evidence some workers are leaving their posts &ndash; and also refusing to take new jobs &ndash; at companies that don&rsquo;t share their views, the narrative is complicated. Not all workers are walking the walk, even with the option to go. Many are also simply not in the privileged position to be able to leave, especially when they depend on the salary and don&rsquo;t have an alternative lined up.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe visibility of values\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIn many instances, workers have never been more attuned to what companies value. &ldquo;In the information and social media age, it&rsquo;s easier than ever to find out where businesses stand on wider issues,&rdquo; says Mark Bolino, director of management and international business at the University of Oklahoma, US.\u003C\u002Fp\u003E\n\u003Cp\u003ERecently, worker conditions during the pandemic as well as social-justice movements have led employees to expect greater corporate transparency into where companies stand on crucial political, environmental and social issues &ndash; alongside their ethics around business. As a result, in the past two years, workers have increasingly pushed companies to not only speak out on these societal matters, but also follow up with \u003Ca href=\"https:\u002F\u002Fwww.vox.com\u002Fthe-goods\u002F22463723\u002Fblackout-tuesday-blm-sephora-starbucks-nike-glossier\"\u003Eaction and accountability\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20220223-are-workers-really-quitting-over-company-values-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Workers are leaving their jobs in unprecedented numbers, and it revolves around what companies are delivering regarding workplace culture – Cheryl Fields Tyler","id":"worklife\u002Farticle\u002F20220223-are-workers-really-quitting-over-company-values-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E&ldquo;Many companies felt beforehand that their stated values were just part of the background,&rdquo; says Cheryl Fields Tyler, founder of Blue Beyond Consulting, which conducted the research. &ldquo;But in the past two years, a combination of the pandemic, racial injustice and political polarisation has created a pervasive sense that people expect businesses to be a force for good in society.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EIn some cases, the values companies espouse, as well as how they react to current issues, have influenced workers&rsquo; behaviours. Fields Tyler believes worker values are a significant component of the Great Resignation, which has seen record numbers of employees in multiple countries \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20211214-great-resignation-into-great-reshuffle\"\u003Equit or reshuffle\u003C\u002Fa\u003E. &ldquo;Workers are leaving their jobs in unprecedented numbers, and it revolves around what companies are delivering regarding workplace culture,&rdquo; she says.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThe trend isn&rsquo;t just manifesting in terms of resignations &ndash; it&rsquo;s changing how workers are considering and ultimately deciding where to work. According to Blue Beyond&rsquo;s research, only one in four knowledge workers would be likely to accept a job if there was a misalignment in values.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EAnd, as the prevailing narrative goes, there are signs younger employees could value a company&rsquo;s ethics more than previous generations. &ldquo;Our data was very clear that workers under 45 were more likely to quit over company values,&rdquo; says Fields Tyler. &ldquo;They&rsquo;re more likely to have grown up in more diverse spaces and their values are increasingly being reflected in the workplace.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWalking the walk?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, reports of a mass resignation over a company&rsquo;s ethics may be overblown &ndash; not every worker whose values are misaligned with their employer&rsquo;s is packing up and leaving.\u003C\u002Fp\u003E\n\u003Cp\u003EIn some cases, employees are choosing the path of resisting a company&rsquo;s values from the inside, while staying in their jobs. Rather than walk away or even \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210903-why-rage-quitting-is-all-the-rage-this-year\"\u003Erage quit\u003C\u002Fa\u003E, some workers are choosing to stage \u003Ca href=\"https:\u002F\u002Fwww.cbsnews.com\u002Fnews\u002Fdave-chappelle-netflix-employees-walkout\u002F\"\u003Ewalkouts\u003C\u002Fa\u003E or organise \u003Ca href=\"https:\u002F\u002Fwww.theverge.com\u002F2021\u002F10\u002F18\u002F22733098\u002Fnetflix-trans-employees-demands-dave-chappelle-walkout\"\u003Ediversity and inclusion\u003C\u002Fa\u003E efforts at their current firm. &ldquo;That might be an easier alternative than leaving altogether,&rdquo; says Bolino. He notes that workers could hold sway among individual decision makers, leading to gradual change at a company.&nbsp;&ldquo;They may have a hard time pushing for an entire organisation to shift its values overnight, but they&rsquo;ll likely have more influence over their direct supervisors and teammates.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220223-are-workers-really-quitting-over-company-values-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"left","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220223-are-workers-really-quitting-over-company-values-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EFor other workers, monetary or other corporate incentives may simply be too sweet to leave on the table. At Jason&rsquo;s company, he says &ldquo;everyone was aware of the company&rsquo;s ethical issues, but most seemed to overlook them. Employees focused on the positives instead: helping people communicate and having a billion people use a feature that they worked on. I think many of them did that to justify staying for the money and perks&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd when his colleagues did leave their jobs, it wasn&rsquo;t necessarily over values, adds Jason. In fact, he says many former teammates have switched to another Big Tech company for higher pay &ndash; one that he also considers unethical. Jason believes there is a tacit understanding among many tech workers that salary trumps ethical concerns. &ldquo;Even before the Great Resignation, there were countless jobs all the time to choose from &ndash; it&rsquo;s not like my fellow engineers were ever desperate for money or a job,&rdquo; he explains. &ldquo;So, I think organisational values would have already factored into any decision.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EAdditionally, walking out over ethics &ndash; or not taking a job in the first place due to dubious or opaque values &ndash; isn&rsquo;t an option for many workers. Some employees, especially low-wage earners, have little choice but to continue working for a company they deem to be nefarious.\u003C\u002Fp\u003E\n\u003Cp\u003EJason acknowledges he is among the privileged few. &ldquo;I've been making very good money from very early on in my career, so turning down the richest and most powerful tech companies is a type of luxury,&rdquo; he says.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe long-term picture\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhile company values may have seemingly grown in importance, they&rsquo;re far from a pandemic-induced phenomenon. &ldquo;There has been countless research over decades showing that \u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2002\u002F07\u002Fmake-your-values-mean-something\"\u003Epeople want to work for organisations with values that match their own\u003C\u002Fa\u003E,&rdquo; explains Bolino.\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, the conditions the Great Resignation has created &ndash; an overabundance of positions for workers to pick from as well as options for \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210924-are-office-perks-obsolete\"\u003Ebetter perks\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20211129-should-you-job-hunt-constantly\"\u003Ehigher salaries\u003C\u002Fa\u003E &ndash; have given some people the chance to choose companies that better align with their values, especially skilled workers.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220223-are-workers-really-quitting-over-company-values-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"I've been making very good money from very early on in my career, so turning down the richest and most powerful tech companies is a type of luxury – Jason","id":"worklife\u002Farticle\u002F20220223-are-workers-really-quitting-over-company-values-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E&ldquo;The difference now is that workers have greater leverage &ndash; they&rsquo;re able to act upon their values more,&rdquo; continues Bolino.&nbsp;&ldquo;Previously, if an employee didn&rsquo;t have the best person-organisation fit, they may not want to work elsewhere for lower pay. But because of the job market, people can get a great wage and feel better about where they work.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, many of the quits driven by company values could ultimately be based on the worker-favourable state of the labour market &ndash; a trend that could well be short-term. &ldquo;At some point, things will likely shift, and the balance of power will return to the employer &ndash; there&rsquo;ll be a greater misalignment of values with reduced staff turnover,&rdquo; adds Bolino. Simply, workers&rsquo; options may dry up, especially if they&rsquo;re looking for high pay packets and flexible working conditions.\u003C\u002Fp\u003E\n\u003Cp\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EAlongside the wax and wane of the job market, the rising cost of living could also impact the number of ethically motivated quits. Much of the workforce, ultimately, wants a steady salary. &ldquo;If employees feel they don&rsquo;t have viable alternatives, it reduces the likelihood of them changing jobs,&rdquo; says Bolino.\u003C\u002Fp\u003E\n\u003Cp\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EAs for Jason, he ultimately made the decision to quit his job for ethical reasons. He now works at a start-up that not only aligns better with his values, but also happens to pay him more. Admittedly, it made the decision to jump all the more viable &ndash; a win-win that might not necessarily be an option for many workers.\u003C\u002Fp\u003E\n\u003Cp\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EUltimately, if company values were to change writ large, it would take an ultra-privileged set of workers to begin shifting the dynamic between employer and employee so that firms would become forced to prioritise corporate ethics.\u003C\u002Fp\u003E\n\u003Cp\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EJason hopes his actions will help pave the way for others to gradually bring forth change. &ldquo;I&rsquo;ve replied to repeated offers from Big Tech companies by straight up telling them I&rsquo;m ethically opposed to working for them,&rdquo; he says. &ldquo;There's nothing more empowering than rejecting absurd amounts of money from the most powerful people in the world.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220223-are-workers-really-quitting-over-company-values-6"}],"collection":null,"disableAdverts":false,"displayDate":"2022-02-28T14:49:20Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Are workers really quitting over company values?","headlineShort":"The myth of quitting over values","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"It’s easy to say you’ll leave a job over ethics – but are workers really moving on, especially if they don’t get an offer that’s just as sweet?","summaryShort":"It's easier said than done to leave a company you don't believe in","tag":[],"textToSpeech":false,"creationDateTime":"2022-02-27T23:53:53.70439Z","entity":"article","guid":"4af42cff-f5d9-40c1-84da-45f272bb9cae","id":"worklife\u002Farticle\u002F20220223-are-workers-really-quitting-over-company-values","modifiedDateTime":"2022-02-28T01:55:56.518874Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20220223-are-workers-really-quitting-over-company-values","cacheLastUpdated":1692600645391},"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":"64a46179a471ef2ed34fac40","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Aspiring young workers in top-tier jobs know they’re signing up for gruelling, startlingly long hours. Are the rewards in jobs like these worth the \"crushing\" toil?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cem\u003EAs we head into 2022, Worklife is running our best, most insightful and most essential stories from 2021. When you&rsquo;re done with this article, check out our \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Fcolumns\u002Fbest-of-worklife-2021\u002F\"\u003Efull list of the year&rsquo;s top stories\u003C\u002Fa\u003E.&nbsp;\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAcross entry-level positions at many top-tier global financial institutions and consulting firms, there are no illusions of nine-to-five schedules or summer holidays with phones left back at the hotel room. From the start, junior employees are aware that they&rsquo;re entering a trial-by-fire &ndash; and it&rsquo;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&rsquo;re going to be up against, it doesn&rsquo;t always mean they&rsquo;re adequately prepared, or that their expectations match their eventual reality.\u003C\u002Fp\u003E\n\u003Cp\u003EIn March, 13 first-year Goldman Sachs analysts &ndash; the group lowest on the corporate totem pole &ndash; put together a \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fbusiness-56452494\"\u003E&lsquo;survey&rsquo; 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&rsquo;s official pitchbook template, detailed the group&rsquo;s more than 95-hour workweeks, precarious mental and physical health, deteriorating personal relationships and conditions one respondent called &ldquo;inhumane&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003EThe contents of the survey were, in some ways, shocking. But, in others, some of the results weren&rsquo;t wholly unexpected. For many name-brand jobs, this is how things can operate for the those at the most junior levels &ndash; and have for a long time.\u003C\u002Fp\u003E\n\u003Cp\u003EThe prevailing narrative: that&rsquo;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&lsquo;A boot-camp mentality&rsquo; \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 &ldquo;increased exponentially&rdquo;, says Cohan. &ldquo;Demand for what they did skyrocketed, and the demand on the employees then skyrocketed.&rdquo;\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 &ldquo;senior people don&rsquo;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&rdquo;. And, often, there aren&rsquo;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&rsquo;re able to land one of these competitive jobs. Cohan cites motivating factors that make some workers accept the conditions:&nbsp;a substantial pay cheque as well as prestige, &ldquo;bragging rights&rdquo; 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&ldquo;It&rsquo;s a boot-camp mentality,&rdquo; says Cohan &ndash; 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&rsquo;s noticed some have underestimated the hours. &ldquo;Once you live it,&rdquo; says De Fronzo, &ldquo;some find out it&rsquo;s a really hard life to live.&rdquo;\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 &ldquo;insecurity&rdquo;. &ldquo;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,&rdquo; 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&rsquo;d be heading into a difficult situation. &ldquo;You know what you're getting into, and like most jobs, if you want to reap rewards you&rsquo;re probably going to have to jump through hoops and do some stuff that&rsquo;s painful along the way.&rdquo;\u003C\u002Fp\u003E\n\u003Cp class=\"xmsolistparagraph\"\u003EKeenan says he pulled many anxious late nights feeling &ldquo;crushed&rdquo;, and some of his experiences do chime with the current points cited in the Goldman Sachs survey. (&ldquo;There were a lot of sweaty shirts, crying and not knowing what I was doing.&rdquo;). However, he caveats that the conditions outlined by the 13 analysts who put together the notes aren&rsquo;t necessarily representative of every experience &ndash; it&rsquo;s a small sample size.\u003C\u002Fp\u003E\n\u003Cp class=\"xmsolistparagraph\"\u003EYes, says Keenan, the environment was hard. No, he adds, &ldquo;I was never abused. I would never use that word&rdquo;.\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&rsquo;s opportunity to take the stress off younger workers; he says the long hours and the feeling that &ldquo;your life is over for six months&rdquo; if you get staffed on a project isn&rsquo;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&rsquo;s actually a lot of &ldquo;sitting in your cube&rdquo;, waiting for your email to ping. Another element boils down to respect. &ldquo;I certainly think that being more in touch with the human side of these people [will help]&hellip; You get more out of people if you treat them better.&rdquo;\u003C\u002Fp\u003E\n\u003Cp class=\"xmsolistparagraph\"\u003E&ldquo;I don&rsquo;t think there&rsquo;s a silver bullet to this,&rdquo; continues Keenan. He&rsquo;s quick to add, however, that &ldquo;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&rsquo;t giving junior bankers a Peloton\u003C\u002Fa\u003E&rdquo;, 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&rsquo;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 &ndash; even if led by only a few employees, all protected by anonymity &ndash; mark the start of meaningful transformation? Perhaps a new cohort of values-centric workers could pressure a seemingly ingrained culture to budge &ndash; 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 &ndash; 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&rsquo;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 &ldquo;realistic expectations&rdquo; and supported by senior staff are required to move the needle. These changes also depend on communication from more junior members of staff &ndash; but when cut-throat environments traditionally don&rsquo;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 &ndash; 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&rsquo;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&rsquo;t see these actions as a bellwether for progress in these organisations. &ldquo;I think [these banks] view the grievances like the Goldman presentation as the price of doing business&hellip; But the reality is it&rsquo;s harder to get a job at Goldman Sachs [in the US] than it is to get into Harvard.&rdquo; (\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&rsquo;s likely that some young workers will continue to willingly put themselves into these environments because they want the validation Keenan craved &ndash; 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&rsquo;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 gr&acirc;ce was a memoir, 2020&rsquo;s Discussion Materials, detailing his experiences. Instead, Keenan now works in media &ndash; 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&rsquo;s happy to be, would Keenan have taken the same path? &ldquo;I would,&rdquo; he says. &ldquo;I think I would do it again.&rdquo;\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":"2022-02-25T07:07:19.55601Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20210426-is-extreme-working-culture-worth-the-big-rewards","cacheLastUpdated":1692600645391},"worklife\u002Farticle\u002F20220401-the-entry-level-workers-earning-six-figure-salaries":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20220401-the-entry-level-workers-earning-six-figure-salaries","_id":"64a4617ba471ef30a50dc891","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Falex-christian"],"bodyIntro":"Some new graduates are beginning their careers on salaries most workers will never hit in their careers – but what are the long-term implications?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cem\u003EAs 2022 comes to a close, we're bringing back our favourite pieces of the year. See the rest of our&nbsp;\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Ftags\u002Fbest-of-worklife-2022\u002F\"\u003EBest of Worklife 2022 collection\u003C\u002Fa\u003E&nbsp;for more great reads.\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EDavis Nguyen specialises in helping college seniors begin a career in management consulting. It&rsquo;s an industry that historically pays well: even before the pandemic, some of the biggest firms offered undergraduates salaries that often approached the six-figure mark.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, in the current market, Nguyen&rsquo;s clients are doing particularly well. &ldquo;They&rsquo;ll come back and say &lsquo;I have two great offers&rsquo;,&rdquo; explains the founder of My Consulting Offer, based in Georgia, US. &ldquo;One is for $120,000 (&pound;91,630), the other is for $140,000 (&pound;106,900). Today&rsquo;s climate means graduates can earn much more money than a few years ago.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EManagement consulting is among the sectors in which graduates are increasingly walking straight from the lecture hall into six-figure roles &ndash; earning pay packets most people will never see in their lifetimes. In Big Tech, entry-level software engineers are often starting on \u003Ca href=\"https:\u002F\u002Fwww.thisismoney.co.uk\u002Fmoney\u002Fmarkets\u002Farticle-9781363\u002FGoldman-Sachs-considers-paying-graduates-six-figure-salaries.html\"\u003Esuch wages\u003C\u002Fa\u003E. At the \u003Ca href=\"https:\u002F\u002Fwww.wsj.com\u002Farticles\u002Fgoldman-sachs-is-giving-entry-level-bankers-a-nearly-30-raise-11627930285\"\u003Elargest banking corporations\u003C\u002Fa\u003E, pay for first-year analysts has spiked nearly 30% &ndash; a $110,000 (&pound;83,979) base salary, in some cases. At the biggest London law firms, some newly qualified solicitors begin their careers on a &pound;107,500 salary ($141,115). Nguyen says &ldquo;20-year-olds earning $100,000 from the get-go&rdquo; has increasingly become the norm since the pandemic.\u003C\u002Fp\u003E\n\u003Cp\u003EOften, these young employees are joining firms where colleagues began with lower pay, and had to work hard for years to earn six figures. Such organisations would argue it&rsquo;s a response to market needs: the \u003Ca href=\"https:\u002F\u002Fwww.cnbc.com\u002F2022\u002F03\u002F29\u002Fthere-are-now-a-record-5-million-more-job-openings-than-unemployed-people-in-the-us.html\"\u003Ehiring crisis\u003C\u002Fa\u003E means the competition for talent remains fierce; if an employer wants the best candidates willing to put in long hours, they have to pay a high price for them.\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, beyond matching the market rate, does offering graduates huge pay packets actually bring benefits, like incentivising longer hours or boosting work ethic? Or can it create unintended consequences, for both the young high-earner as well as the wider workforce?\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E&lsquo;High pay is an expectation&rsquo;\u003C\u002Fstrong\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EWages for graduates have been \u003Ca href=\"https:\u002F\u002Fwww.cnbc.com\u002F2021\u002F09\u002F01\u002Fcollege-graduate-starting-salaries-are-at-an-all-time-high.html\"\u003Esteadily rising\u003C\u002Fa\u003E for years. According to 2021 data from US non-profit the National Association of Colleges and Employers, the starting salary for some entry-level workers in particular fields has spiked dramatically: for example, the average wage for a computer-science major has risen to $72,173 (&pound;55,100) &ndash; a \u003Ca href=\"https:\u002F\u002Fwww.naceweb.org\u002Fuploadedfiles\u002Ffiles\u002F2021\u002Fpublication\u002Fexecutive-summary\u002F2021-nace-salary-survey-winter-executive-summary.pdf\"\u003E7% hike in just one year\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20220401-the-entry-level-workers-earning-six-figure-salaries-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"US employers are paying first-year tech workers an average starting salary of $110,027 (£84,000)","id":"worklife\u002Farticle\u002F20220401-the-entry-level-workers-earning-six-figure-salaries-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ENicholas Bloom, professor of economics at Stanford University, says demand for labour is fast outstripping supply in sectors, particularly in tech. The financial industry &ndash; with jobs that often require \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210426-is-extreme-working-culture-worth-the-big-rewards\"\u003E70-hour-plus workweeks\u003C\u002Fa\u003E &ndash; has also driven up starting salaries to hire the best candidates. So, in most cases, graduates are being handed six-figure salaries simply as a &ldquo;blunt recruitment tool&rdquo; amid the current labour market conditions, adds Rue Dooley, an HR knowledge advisor for the Society for Human Resource Management (SHRM), based in the US.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;Workers want to be thought of as a prized asset by their employer,&rdquo; says Dooley. &ldquo;Younger employees are saying high pay is an expectation not because they necessarily demand it, but because they&rsquo;re aware of the talent shortage and they know their price.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThis means some entry-level workers can secure huge pay packets before they&rsquo;ve even left the college dorm. &ldquo;We&rsquo;re regularly seeing firms double in size every 18 months, so graduate salaries are closely following the market,&rdquo; adds Bloom.\u003C\u002Fp\u003E\n\u003Cp\u003EIn tech, smaller start-ups are also now having to pay entry-level employees higher salaries to match the more-established corporations. Josh Brenner, CEO of recruitment marketplace Hired, based in New York City, says US employers are paying first-year tech workers an average starting salary of $110,027 (&pound;84,000).&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003ENguyen&rsquo;s undergrad clients often land jobs with wages that dwarf the pay of his own first management consulting role. He believes it to be a good thing. &ldquo;The six-figure starting salaries of today are an upward trend that stretches back decades,&rdquo; he says. &ldquo;High pay opens up opportunities for people who simply wouldn&rsquo;t otherwise have had them, and it doesn&rsquo;t take money away from those who started on lower pay.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220401-the-entry-level-workers-earning-six-figure-salaries-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0byvzgr"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220401-the-entry-level-workers-earning-six-figure-salaries-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EGolden handcuffs &ndash; and other problems\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EBut while there are many upsides to the rise of six-figure salaries, these high compensation packets can come with insidious consequences.\u003C\u002Fp\u003E\n\u003Cp\u003EIn some cases, these workers may find themselves trapped in jobs they hate, especially if workers have built lifestyles around earning big pay-outs &ndash; a phenomenon often called &lsquo;golden handcuffs&rsquo;.\u003C\u002Fp\u003E\n\u003Cp\u003ENguyen says such wages can also skew young employees&rsquo; perception of pay, blocking them from pursuing more meaningful career paths. &ldquo;Some may want to eventually move into teaching or work for a non-profit. Previously, the salary drop was around $50,000. Now, it&rsquo;s closer to $100,000 &ndash; that could be enough to prevent someone from changing careers.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EHuge salaries can also weigh young employees with a psychological burden. Nguyen says some of his undergraduate clients can feel intimidated beginning their working lives in a job that pays a fortune. &ldquo;There are some who come from low-income backgrounds and think, &lsquo;What did I do to earn so much more than my parents ever made?&rsquo; It can cause imposter syndrome.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EOthers in the same organisations can also feel negative effects when first-time employees are handed six-figure salaries without hesitation. For example, experienced colleagues may bristle at entry-level compensation packets &ndash; especially when they take home less money than a recent graduate, despite years-long tenure at the company. &ldquo;It can create pay disparity issues,&rdquo; says Dooley.\u003C\u002Fp\u003E\n\u003Cp\u003EAdditionally, companies themselves may not necessarily get what they pay for. While sky-high wages can effectively &lsquo;buy&rsquo; a candidate&rsquo;s willingness to regularly clock unpaid overtime, it doesn&rsquo;t necessarily guarantee better work ethic.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220401-the-entry-level-workers-earning-six-figure-salaries-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"High wages may feel good when someone gets a job, but once they start, they typically want much more: the effects of good pay will be psychologically ‘spent’ – Tomas Chamorro","id":"worklife\u002Farticle\u002F20220401-the-entry-level-workers-earning-six-figure-salaries-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E&ldquo;The risk is employers, in some cases, assume staff are going to be super motivated because of their high compensation, but in fact they take it for granted,&rdquo; says Tomas Chamorro, professor of business psychology at University College London. &ldquo;High wages may feel good when someone gets a job, but once they start, they typically want much more: the effects of good pay will be psychologically &lsquo;spent&rsquo;.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E'Jobs to grab while you can'\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWith the labour market as it is, six-figure starting salaries will probably continue to be the norm in certain high-paying industries. But it&rsquo;s unlikely there&rsquo;ll be much of a trickle-down effect for entry-level workers in less elite sectors.\u003C\u002Fp\u003E\n\u003Cp\u003ERather than push wages up across the board, six-figure salaries for an ultra-privileged subset of employees may instead drive pay inequities deeper. &ldquo;What we&rsquo;re seeing is clearly increasing inequality and the gap keeps growing,&rdquo; says Bloom. &ldquo;If you have a computer-science degree you can be earning $250,000 by 25, while if you left school at 16 you might be earning $25,000 &ndash; a ten-fold difference.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EThe gap will likely keep growing even if the labour market snaps back in terms of supply and demand. Bloom explains while wages often rise, they almost never fall. For example, Nguyen says salaries in management consulting have long endured the rigours of recession. &ldquo;We&rsquo;ve seen wages withstand so many economic cycles: firms plan for it and restructure pay, but they wouldn&rsquo;t ever get rid of the six-figure salary.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003ESo, given their resistance to the ebb and flow of the market, six-figure graduate wages are not only likely to become more and more ingrained, they may also climb further. And if jobs become scarcer due to a labour-market normalisation, these pay packets will become increasingly out of reach for most people.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;Six-figure starting salaries are here to stay, and if growth cools it'll mean they&rsquo;ll be even harder to come by,&rdquo; says Bloom. &ldquo;These are jobs to grab while you can &ndash; if you can &ndash; for a privileged few.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220401-the-entry-level-workers-earning-six-figure-salaries-6"}],"collection":null,"disableAdverts":false,"displayDate":"2022-04-05T11:24:42Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The entry-level workers earning six-figure salaries","headlineShort":"The entry-level workers making $100,000","image":["p0byvz89"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2022-02-27T22:52:24.455144Z","Project":"wwverticals","Slug":"option\u002Fpublish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"64a461aca471ef30b9021812"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20220307-should-in-office-workers-be-paid-more","worklife\u002Farticle\u002F20220223-are-workers-really-quitting-over-company-values","worklife\u002Farticle\u002F20210426-is-extreme-working-culture-worth-the-big-rewards"],"relatedTag":null,"summaryLong":"Some new graduates are beginning their careers on salaries most workers will never hit in their careers – but what are the long-term implications?","summaryShort":"In some sectors, new graduates are on six-figure salaries many people never hit","tag":["tag\u002Fhow-we-work","tag\u002Fbest-of-worklife-2022"],"textToSpeech":false,"creationDateTime":"2022-04-04T19:55:05.324384Z","entity":"article","guid":"3264e8c3-dac7-4561-a937-7108701e4d3b","id":"worklife\u002Farticle\u002F20220401-the-entry-level-workers-earning-six-figure-salaries","modifiedDateTime":"2022-12-13T17:48:31.85202Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20220401-the-entry-level-workers-earning-six-figure-salaries","cacheLastUpdated":1692600645391},"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":"64a46179a471ef0d427936a1","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&rsquo;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&rsquo;t initially interested in polyamory, he got to know the couple as friends and &ldquo;everyone sort of became comfortable with the idea &ndash; there was just good chemistry&rdquo;, 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&rsquo;s parents.\u003C\u002Fp\u003E\n\u003Cp\u003EJenkins says the judge who heard their case &ldquo;was understanding of the situation and wanted to help us&rdquo;, but as a lower court judge &ldquo;she wasn't allowed to set precedent&rdquo;.\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 &ldquo;why it was so important and necessary for us to have [our names on] the birth certificate&rdquo;, 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&rsquo;s still rare for people in polyamorous relationships to share legal parentage of their children, various forms of &lsquo;ethical non-monogamy&rsquo; &ndash; relationships involving more than two adults who consent to the arrangement &ndash; 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. &ldquo;I think a huge factor is just people's willingness to be open,&rdquo; says Jenkins. &ldquo;There has to be visibility.&rdquo;\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&lsquo;This is not a new thing&rsquo;: 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&ldquo;Something else we've seen in the last decade is that Google searches for the terms &lsquo;polyamory&rsquo; and &lsquo;open relationships&rsquo; have increased, which demonstrates that there's more interest in this topic,&rdquo; 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 &ldquo;for a really long time&rdquo;, adds Lehmiller. &ldquo;This is not a new thing.&rdquo;\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 &ldquo;quite unusual&rdquo; decision that she would &ldquo;never be monogamous again&rdquo; 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. &ldquo;I got to be part of advancing that world,&rdquo; 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&rsquo;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&rsquo;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&rsquo;s still somewhat required reading for people interested in the lifestyle. &ldquo;Every year it sells more,&rdquo; says Easton.\u003C\u002Fp\u003E\n\u003Cp\u003EOver the past several decades, Easton has travelled to &ldquo;poly meet-ups&rdquo; in the UK, Germany, the Netherlands and Australia. In Berlin, she met Claudia Zinser, 57, who started to &ldquo;live openly polyamorous about 25 years ago&rdquo;, says Zinser. She&rsquo;s been counselling people in polyamorous relationships for about a decade, and has seen openness toward the lifestyle increase, particularly among urban young people. &ldquo;The media, including social media, hyped the topic&hellip; so it&rsquo;s not unknown or taboo anymore,&rdquo; she says. &ldquo;It&rsquo;s maybe even hip.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe app push\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EEthically non-monogamous relationships haven&rsquo;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. &ldquo;The rebirth of research in this area started around 2010 or so,&rdquo; says Lehmiller. &ldquo;In the last decade, we've really seen an explosion.&rdquo;\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&rsquo;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&rsquo;s Big Love or TLC&rsquo;s Sister Wives, which both follow Mormon families featuring one husband and multiple wives, to show a variety of poly relationships. Both Lucy Gillespie&rsquo;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&ldquo;The internet and more inclusive dating apps have also played a role in changing these attitudes,&rdquo; 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&rsquo;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, &ldquo;there are more options for meeting and connecting,&rdquo; says Lehmiller, &ldquo;so it's not as much of an underground scene as it was in the past&rdquo;.\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&rsquo;d first started using the app earlier that year because, though she&rsquo;d previously only dated men, she realised she liked women, as well. &ldquo;I was really nervous about dating a woman for the first time,&rdquo; says Frank. &ldquo;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.&rdquo;\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 &ldquo;strange and funny&rdquo;, but it ultimately led to her dating several couples before meeting Odell and Coppola. It also introduced her to &ldquo;this whole lifestyle that I didn&rsquo;t know existed&rdquo;, she says. &ldquo;Talking to people on the app&hellip; I began to realise there is a whole community for people who are ethically non-monogamous.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EToday, Frank and Odell both have TikTok accounts, between which they have a few hundred-thousand followers. &ldquo;We've been using them to try to talk about polyamory and bring awareness to it, and just normalise it and educate people on&hellip; what it can look like,&rdquo; 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&rsquo;re glad they learned about polyamory from Frank and Odell&rsquo;s videos. &ldquo;I had never heard about this before,&rdquo; 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&rsquo;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 &ldquo;global networks&rdquo; for those who practice ethical non-monogamy. The spread of information about non-monogamy, meanwhile, &ldquo;is going to give people more options for designing the type of relationship that&rsquo;s right for them&rdquo;, 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&rsquo;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&rsquo;t face discrimination &ndash; it&rsquo;s mainly why he and Alan chose to move there in the first place. After Jenkins&rsquo;s book came out, his colleagues at the hospital where he works, including all the senior administrators, wrote to congratulate him. &ldquo;They even suggested we could do a book signing in the future,&rdquo; says Jenkins. &ldquo;We&rsquo;re really lucky to be in that environment.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210326-ethical-non-monogamy-the-rise-of-multi-partner-relationships-10"}],"collection":[],"disableAdverts":false,"displayDate":"2021-03-25T20:42:33.69Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Ethical non-monogamy: the rise of multi-partner relationships","headlineShort":"Why ethical non-monogamy is on the rise","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Multi-partner relationships are on the rise, and finding their way into the mainstream. Could this new exposure change the way we look at sex and families?","summaryShort":"Multi-partner relationships are increasing – and could be going mainstream","tag":[],"textToSpeech":false,"creationDateTime":"2021-03-25T20:43:56.102513Z","entity":"article","guid":"39272912-a87b-4186-996b-0fbd5e804f9d","id":"worklife\u002Farticle\u002F20210326-ethical-non-monogamy-the-rise-of-multi-partner-relationships","modifiedDateTime":"2022-02-25T07:05:49.632936Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20210326-ethical-non-monogamy-the-rise-of-multi-partner-relationships","cacheLastUpdated":1692600645391},"worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation","_id":"64a4617ba471ef0d427936a2","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Some people need to feel an emotional bond before developing attraction. Many people don't accept this as a sexual orientation — but demisexuals say that’s misguided.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EEarlier this year, when then-New York Governor Andrew Cuomo&rsquo;s daughter, \u003Ca href=\"https:\u002F\u002Fwww.insider.com\u002Fandrew-cuomo-daughter-says-she-is-demisexual-what-that-means-2021-7\"\u003EMichaela Kennedy-Cuomo, came out as &lsquo;demisexual&rsquo;\u003C\u002Fa\u003E, she was met with public condescension. \u003Ca href=\"https:\u002F\u002Ftwitter.com\u002Fnypost\u002Fstatus\u002F1411333472598298624?lang=en\"\u003EMany mocked her demisexuality\u003C\u002Fa\u003E &ndash; a lack of sexual attraction to others without a strong emotional connection. Few acknowledged demisexuality as &lsquo;real&rsquo;.\u003C\u002Fp\u003E\n\u003Cp\u003EBut although demisexuality isn&rsquo;t widely known, it&rsquo;s a sexual orientation like any other, that applies to people across the world.\u003C\u002Fp\u003E\n\u003Cp\u003EDemisexuality, which falls on the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation\"\u003Easexuality spectrum\u003C\u002Fa\u003E, differs from simply \u003Cem\u003Ewanting\u003C\u002Fem\u003E to wait for a deep bond to form before having sex with someone; rather, it&rsquo;s more akin to the experience of being asexual \u003Cem\u003Euntil\u003C\u002Fem\u003E that type of connection forms, at which point the sexual attraction extends only to that person. For allosexuals, on the other hand (people who aren&rsquo;t on the asexual spectrum), waiting to have sex until forming a deep connection is more of a preference, and less of \u003Cem\u003Enecessity\u003C\u002Fem\u003E to developing sexual desire.\u003C\u002Fp\u003E\n\u003Cp\u003EKennedy-Cuomo&rsquo;s announcement did have positive effects, says Kayla Kaszyca, a demisexual co-creator of the podcast Sounds Fake But Okay, in which she and her asexual, aromantic co-host Sarah Costello discuss love, relationships and sexuality on the asexual spectrum. In some cases, Kaszyca says Kennedy-Cuomo&rsquo;s statement raised the profile of demisexuality, stoking &ldquo;\u003Ca href=\"https:\u002F\u002Fwww.cosmopolitan.com\u002Fsex-love\u002Fnews\u002Fa36736\u002Fwhat-does-it-mean-to-be-a-demisexual\u002F\"\u003Emore discourse about it\u003C\u002Fa\u003E&rdquo;.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOn the other hand, the broadened discussion also brought detractors and spread misinformation. &ldquo;I think the word [demisexuality] is definitely more out there and known, but the proper definition might still be unclear to a lot of people,&rdquo; says 24-year-old Kaszyca.\u003C\u002Fp\u003E\n\u003Cp\u003EFor instance, many still dismiss demisexuality, insisting it&rsquo;s &lsquo;normal&rsquo; not to be sexually attracted to someone until you form a deeper, emotional connection with them. &ldquo;Someone might tell you, &lsquo;Isn&rsquo;t everyone like that?&rsquo;&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003ESo, says Kaszyca, &ldquo;you have to start myth-busting&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003EPeople who identify as demisexual, like Kaszyca and others who share content related to their orientation, are actively working to clarify that definition. It&rsquo;s an especially tricky task when discussing an orientation that hasn&rsquo;t even had a name for all that long, and whose definition often confuses people.\u003C\u002Fp\u003E\n\u003Cp\u003EBut their work is making a difference, and during the past several years, discussion about demisexuality has proliferated on Facebook groups, Instagram posts, Discord servers and among organisations dedicated to the asexual spectrum across the globe.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Someone might tell you, ‘Isn’t everyone like that? You have to start myth-busting – Kayla Kaszyca","id":"worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003E&lsquo;I still didn&rsquo;t come to terms with it for a really long time&rsquo;\u003C\u002Fstrong\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EPeople often \u003Ca href=\"https:\u002F\u002Fwww.wired.com\u002F2015\u002F02\u002Fdemisexuality\u002F\"\u003Etrace the origin of the term demisexual\u003C\u002Fa\u003E to a 2006 Asexual Visibility &amp; Education Network (Aven) forum post.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;I think it is a word that emerged primarily out of the Aven site and asexual advocates, not necessarily out of academics,&rdquo; says Anthony Bogaert, a human-sexuality researcher and professor at Brock University in Ontario, Canada, who&rsquo;s written multiple papers about asexuality. At that time, people on the Aven site were figuring out just how diverse the asexual spectrum could be &ndash; new terms began emerging as people who&rsquo;d previously identified as asexual noted unique circumstances in which they \u003Cem\u003Ecould\u003C\u002Fem\u003E experience sexual attraction.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;There is a tradition of allowing people with different kinds of identifications and lots of variability to come to the Aven site,&rdquo; says Bogaert. These people helped move forward the discussion about asexuality by identifying various aspects of the asexual spectrum. In doing so, they offered information that wasn&rsquo;t available elsewhere on the internet.\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, asexuality was &ndash; and still is &ndash; more widely discussed than demisexuality. This is in part because the former is easier for people who aren&rsquo;t asexual to conceptualise. Someone who&rsquo;s asexual &ldquo;experiences little to no sexual attraction&rdquo;, says Kaszyca. &ldquo;It&rsquo;s a pretty easy tagline to use.&rdquo; But adding on top of that &ldquo;except when they develop a deep emotional connection&rdquo;, can sometimes leave allosexuals scratching their heads.\u003C\u002Fp\u003E\n\u003Cp\u003EElle Rose, a 28-year-old based in Indiana, US, began identifying as demisexual after describing their sexuality to a friend a few years ago. &ldquo;She looked at me and was like, &lsquo;Elle, you&rsquo;re describing demisexuality&rsquo;,&rdquo; says Rose. &ldquo;I still didn't come to terms with it for a really long time.&rdquo; Fearing the complications to their dating life if they were openly demisexual, Rose often described themselves as &lsquo;\u003Ca href=\"https:\u002F\u002Fwww.glaad.org\u002Fblog\u002Fwhat-pansexuality-4-pan-celebs-explain-their-own-words\"\u003Epansexual\u003C\u002Fa\u003E&rsquo;, leaving out the demisexual identity.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003E&lsquo;People can see themselves represented, finally&rsquo;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ERose partly attributes dismissive attitudes towards demisexuality in the US to &ldquo;purity culture&rdquo;, in which women are at once highly sexualised in the media, but also expected to save themselves for the right person (or marriage, particularly in religious settings). Conceptually, this neatly aligns with abstaining from sex until forming a deep bond with a partner. But this is still ultimately a preference, with which demisexuals don&rsquo;t identify.\u003C\u002Fp\u003E\n\u003Cp\u003EThis lack of understanding often breeds loneliness. Cairo Kennedy, a 33-year-old in Saskatchewan, Canada, grew up &ldquo;not experiencing sexual attraction the same way as my peers, and you kind of feel broken&rdquo;, she says. &ldquo;It became this big secret and source of shame.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EWhen she discovered there was a name for her sexual orientation just a few years ago, she felt &ldquo;kind of good, but then there was no information&rdquo;, she says &ndash; at least none talking about demisexuality from the perspective of someone with lived experience. There were enough Aven posts for her to read and think, &ldquo;&lsquo;Oh, this is me&rsquo;, but not so much, &lsquo;Oh, there&rsquo;s a whole bunch of us&rsquo;.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"[My friend] looked at me and was like, ‘Elle, you’re describing demisexuality’. I still didn't come to terms with it for a really long time – Elle Rose","id":"worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EKennedy decided to fill this gap, starting a \u003Ca href=\"https:\u002F\u002Fthedemisexual.com\u002F\"\u003E&ldquo;demisexual lifestyle&rdquo; blog\u003C\u002Fa\u003E. Through it, many other demisexuals have contacted her&nbsp;&ndash; people ranging from teenagers to those in their 50s, who live mostly in the US and Europe. &ldquo;I was really surprised by how many people seem to relate,&rdquo; she says.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;I think the term is more popular because of social media,&rdquo; says Hawaii-based therapist specialising in human sexuality Janet Brito. She only first heard the term demisexuality during her post-doctoral studies at the University of Minnesota, US, in 2014, &ldquo;even though it&rsquo;s describing [a sexual orientation] that&rsquo;s been around for so long&rdquo;. Though Brito acknowledges demisexuality spans all age groups, her openly demisexual clients tend to be in their earlier twenties. &ldquo;They have more exposure to social media,&rdquo; she says, &ldquo;[where] it&rsquo;s more acceptable to talk about this spectrum.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThat exposure breeds validation. &ldquo;Social media opens up the door to many other voices that we would have not been exposed to in the past,&rdquo; she adds. &ldquo;[People] can see themselves represented, finally.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EKlaus Roberts, 30, who lives just outside Helsinki, credits the internet for helping him put a name to his orientation about five years ago. &ldquo;Finland&rsquo;s a little bit behind in a lot of these things, because we&rsquo;re a relatively small country,&rdquo; he says. He&rsquo;d been identifying as asexual, but meeting people in multi-national LGBTQ+ communities online helped him realise that demisexual described him better. &ldquo;People who know anything about these terms, it&rsquo;s easier for them to understand me when I use that.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003E&lsquo;Understand the nature of sexuality better&rsquo;\u003C\u002Fstrong\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EWhen mainstream establishments fail to provide information about a variety of sexual orientations, these online voices become crucial for education.\u003C\u002Fp\u003E\n\u003Cp\u003EKaszyca and co-host Sarah Costello started their podcast while they were undergraduates at the University of Michigan, US, where only their friends listened to support them. Today, their reach has expanded to other English-speaking countries and Europe. Kaszyca estimates Sounds Fake But Okay now gets around 7,000 listeners per week. She adds it&rsquo;s not only those on the asexual spectrum who tune in &ndash; their parents, partners and friends do, too, so they can learn.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;Our episode with the most listens is our &lsquo;Asexuality 101&rsquo; episode,&rdquo; says Kaszyca. &ldquo;People have said they've sent that to their friends or family after coming out, to help educate them and&hellip; ease the education process.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EThis education also helps demisexuals navigate other parts of society, like dating. For example, Kaszyca says apps have made dating while demisexual easier, because you can include your orientation in your dating profile. This avoids an otherwise heavy first date conversation. &ldquo;A first date is supposed to be casual,&rdquo; she says, &ldquo;then you&rsquo;re like, &lsquo;hey, let&rsquo;s have an in-depth conversation about my identity, and I&rsquo;m probably going to have to teach you what it is because demisexuality is so unknown&rsquo;.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EOverall, talking and learning about the &ldquo;the variability that exists in the broader asexual community&rdquo;, says researcher Bogaert, is crucial to avoiding the alienation of sexual minorities. But it&rsquo;s also crucial because &ldquo;it allows us to understand the nature of sexuality better&rdquo; as a whole.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation-10"}],"collection":[],"disableAdverts":false,"displayDate":"2021-11-05T14:08:39Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why demisexuality is as real as any sexual orientation","headlineShort":"Why it's wrong to dismiss demisexuality","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":[],"relatedStories":[],"relatedTag":null,"summaryLong":"Some people need to feel an emotional bond before developing attraction. Many people don't accept this as a sexual orientation — but demisexuals say that’s misguided.","summaryShort":"No attraction without connection? Understanding this sexual orientation","tag":[],"textToSpeech":false,"creationDateTime":"2021-11-04T19:54:35.883895Z","entity":"article","guid":"1e30ed03-592c-4125-9473-dc76f8766d46","id":"worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation","modifiedDateTime":"2022-02-25T07:17:13.322153Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation","cacheLastUpdated":1692600645392},"worklife\u002Farticle\u002F20220224-why-sexual-identities-shifted-during-the-pandemic":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20220224-why-sexual-identities-shifted-during-the-pandemic","_id":"64a4617ba471ef30c71b6e7c","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"With time to contemplate and reassess, some people have begun exploring new sexual identities and other desires “beyond the binary”.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"Body\"\u003ELauren, 25, identified as bisexual since 2014. This designation for her sexual identity worked fine until the pandemic hit. With her Master&rsquo;s degree programme newly virtual, and social events and daily commutes wiped off her calendar, Lauren suddenly had a lot more alone time to contemplate her identity.&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E&ldquo;Having all that time and consuming a lot of media made me reflect more on my past relationships, specifically with men,&rdquo; she says. &ldquo;How did I not realise that all of the relationships I had with men were totally unsatisfying?&rdquo;\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003ELockdown-induced isolation has given many people the opportunity to more deeply analyse elements of their lives and identities, whether that be \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220125-the-small-cities-and-towns-booming-from-remote-work\"\u003Ethe places they live\u003C\u002Fa\u003E, the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20211214-great-resignation-into-great-reshuffle\"\u003Ejobs they work\u003C\u002Fa\u003E or their \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201203-why-the-pandemic-is-causing-spikes-in-break-ups-and-divorces\"\u003Eromantic\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20211201-family-estrangement-why-adults-are-cutting-off-their-parents\"\u003Efamily relationships\u003C\u002Fa\u003E. Among these intimate shifts, some research indicates people&rsquo;s attitudes towards their sexuality have evolved amid the pandemic, too.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EDating app Bumble surveyed more than 4,000 users in the US, UK, Ireland, Australia and Canada in August 2020 (data reviewed by BBC Worklife), and 21% said they were planning to &ldquo;express their sexuality differently&hellip; compared to a year ago.&rdquo; Another Bumble survey showed \u003Ca href=\"https:\u002F\u002Fbumble.com\u002Fen\u002Fthe-buzz\u002Fsexual-preferences-covid-lockdown\"\u003E14% shifted their sexual desires during the pandemic\u003C\u002Fa\u003E, opting, for example, for same sex-relationships when they&rsquo;d previously only been with those of another gender.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EAdditionally, research conducted between March and July 2020 among LGBTQ+ respondents by the Social Relations, Attitudes and Diversity Lab at Ontario&rsquo;s Trent University, reviewed by BBC Worklife, showed that 11% &ldquo;felt their ability to be out about their&hellip; identity had changed as a result of Covid-19&rdquo;. Of those, several reported that this took place because during the pandemic, they had &ldquo;time to myself to figure out my sexual identity&rdquo;.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EBefore the pandemic, Lauren says she barely had free time among working, going to school and her social life. &ldquo;I [couldn&rsquo;t] deal with any big life changes, and shifting identities felt like a big life change.&rdquo; But the mandatory slowdown gave her the space she needed to re-examine her sexuality. Speaking with her therapist and watching other women who formerly identified as bisexual come out as lesbians on TikTok brought her to newly identify as a lesbian herself.&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EOnce too overwhelming to contemplate &ndash; or not top-of-mind at all &ndash; these &ldquo;big life changes&rdquo; are now on the table for an increasing number of people, especially women, as some found themselves questioning the cultural norms they&rsquo;d always subscribed to.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20220224-why-sexual-identities-shifted-during-the-pandemic-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220224-why-sexual-identities-shifted-during-the-pandemic-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"Body\"\u003E\u003Cstrong\u003ERe-evaluating the &lsquo;default settings&rsquo;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E&ldquo;Everybody is always so busy in life that it&rsquo;s really easy to try to escape yourself,&rdquo; says New York City-based clinical psychologist Jennifer Guttman. In other words, she says, it&rsquo;s natural for people to put self-discovery on the back burner.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003ERegarding sexuality, this means it&rsquo;s simpler for many people to default to a &ldquo;heteronormativity&rdquo; mindset, and not question the go-to heterosexuality that they grew up with, says Karen Blair, who heads Trent University&rsquo;s Social Relations, Attitudes and Diversity Lab.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E&ldquo;Much of our media and culture still sends us the message that most of us will be straight,&rdquo; says Blair. Since sexuality exists on a spectrum where &ldquo;many, if not most, fall somewhere in between&rdquo;, she adds, there isn&rsquo;t much motivation for people to question their sexuality if the &ldquo;default settings&rdquo; fit well enough.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EBut when people could &ldquo;press the pause button during lockdown&rdquo;, says Guttman, she observed &ldquo;more clients than ever&rdquo; exploring their sexual orientations. Of her 65 clients, she estimates that 10 to 12 re-thought their sexuality in that time, compared to just one client who&rsquo;d done so before the pandemic.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E&ldquo;All of them started to notice that they were feeling unmoored, lost, anxious, depressed. The fact that they felt uncomfortable with themselves was disturbing to them.&rdquo; Many began to address this discomfort by assessing whether they were on the right career path, but over time, they ended up digging &ldquo;far deeper than work,&rdquo; says Guttman.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E\u003Cstrong\u003E&lsquo;I entered the pandemic straight&rsquo;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EAlthough the pandemic slashed dating options for many people, others saw a newly open door.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003ELondon-based Alexa, 24, had long identified as straight, but was already questioning her sexuality while in her fourth year of university in New York State before Covid-19 hit. So, as the pandemic pushed her into online dating, Alexa found it was easier to make the switch around what types of partners she was looking for &ndash; she could do it from the comfort of her own home.&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EIn early 2021, Alexa decided to switch her Tinder settings from only men to &ldquo;everyone&rdquo;. The ease with which she could make that change made the exploration feel, in a sense, lower stakes. She still &ldquo;wasn&rsquo;t sure&rdquo; about her sexual identity at the time, but by changing her dating app settings, &ldquo;at least the option was open&rdquo;, she says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220224-why-sexual-identities-shifted-during-the-pandemic-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Of 65 clients, Guttman estimates that 10 to 12 re-thought their sexuality in that time, compared to just one client who’d done so before the pandemic","id":"worklife\u002Farticle\u002F20220224-why-sexual-identities-shifted-during-the-pandemic-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"Body\"\u003EAccording to Blair&rsquo;s research, this experience is relatively common. With people spending more time &ldquo;courting&rdquo; online before meeting up in person due to pandemic-related restrictions, &ldquo;it may have been more likely that people would toy with the idea of &lsquo;checking the other box&rsquo; when asked who they were looking to meet&rdquo;, she says. Dating someone of a different gender than people were used to became &ldquo;a bit more approachable&rdquo;.\u003Cstrong\u003E\u003Cbr \u002F\u003E\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EBoth experts and daters alike told BBC Worklife that media also contributed to people re-thinking their sexual orientations, including social networks, podcasts and television shows &ndash; which people were consuming at higher rates while isolating indoors. Guttman even advised some of her clients to listen to podcasts and watch shows &ldquo;with more LGBTQIA+ interactions&rdquo; to &ldquo;normalise&rdquo; it for those newly testing out those identities.&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EAt the same time, many TikTok users like Violet Turning, a New York City-based sex educator, saw a swell of young women discussing their shift from identifying as straight to lesbian, queer or bisexual during the pandemic.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E&ldquo;My whole feed was young women who were like, &lsquo;I entered the pandemic straight, and now I&rsquo;m in a lesbian relationship&rsquo;,&rdquo; says Turning. Some mentioned having &ldquo;suppressed&rdquo; those desires until the pandemic gave them space to explore, while Turning saw others say they&rsquo;d taken time to discover the history of heterosexual relationships and began newly questioning their sexuality after learning more about female oppression in those contexts. She sees the spread of this information on TikTok as &ldquo;validating for folks&hellip; exploring sexuality beyond the binary&rdquo;.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EThis was true for Lauren, who downloaded TikTok during the pandemic, and was immediately confronted with videos of people who, like her, had identified as bisexual before coming out as lesbian. She attributes this to more people getting involved with online conversations at a time when pandemic-based restrictions severely limited in-person social lives. (There are \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210610-why-more-women-identify-as-sexually-fluid-than-men\"\u003Eseveral reasons\u003C\u002Fa\u003E why more women seem to embrace sexual fluidity than men, a ratio reflected in Guttman&rsquo;s clients &ndash; of the roughly dozen who explored changes to their sexual orientation during lockdowns, just two were men.)\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220224-why-sexual-identities-shifted-during-the-pandemic-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220224-why-sexual-identities-shifted-during-the-pandemic-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"Body\"\u003E\u003Cstrong\u003EDeeper introspection post-lockdowns?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EStill, seeing people re-examine their sexual orientations on TikTok is different from publicly coming out in one&rsquo;s own life.&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EWhen Alexa realised she was queer, it was &ldquo;very scary&rdquo;, she says: first, because she felt she wasn&rsquo;t the person she&rsquo;d thought she was; and because it totally altered her vision of the future, which she&rsquo;d previously thought would consist of her living the life of a straight person. Telling other people felt scary, too.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E&ldquo;I was worried about what people would think of me, and I know that&rsquo;s internalised homophobia,&rdquo; she says. She also didn&rsquo;t like drawing attention to herself, and was hesitant to apply a label to her orientation.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EGuttman has noticed this discomfort with labels across multiple clients, who re-thought their orientations throughout the past couple of years. Many felt &ldquo;internal pressure&rdquo; about whether they should &ldquo;come to a label quickly or not&rdquo;, she says, even if they were still in the exploratory phase.&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003ELauren has since come out as lesbian to her friends and family, including her Catholic mother. &ldquo;That was probably the hardest person to tell,&rdquo; she says. The identity shift she made during the pandemic will remain for the long-term. Going forward, she says she&rsquo;s only dating &ldquo;women and nonbinary&rdquo; folks, and &ldquo;not anybody who actively identifies as a cis man&rdquo;.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EStill, it&rsquo;s hard to say to whether people will keep up this level of introspection as life inches toward &ldquo;normal\". Covid-19 and related restrictions haven&rsquo;t disappeared, but from what Guttman&rsquo;s seen, at least, &ldquo;people have continued to engage in reflection through self-empowerment books, podcasts and therapy,&rdquo; she says. &ldquo;I have also seen that whatever shifts people made \u003Cem\u003Evis-&agrave;-vis\u003C\u002Fem\u003E their sexual fluidity or sexual orientation during the pandemic have continued as the world opens up.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220224-why-sexual-identities-shifted-during-the-pandemic-6"}],"collection":[],"disableAdverts":false,"displayDate":"2022-02-25T12:32:19Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why sexual identities shifted during the pandemic","headlineShort":"How the pandemic changed sexuality","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"With time to contemplate and reassess, some people have begun exploring new sexual identities and other desires “beyond the binary”.","summaryShort":"\"I entered the pandemic straight, and now I'm in a lesbian relationship\"","tag":[],"textToSpeech":false,"creationDateTime":"2022-02-24T21:37:08.578713Z","entity":"article","guid":"13de87f7-0349-463d-a1c3-b3c6ccd57564","id":"worklife\u002Farticle\u002F20220224-why-sexual-identities-shifted-during-the-pandemic","modifiedDateTime":"2022-02-24T22:38:43.17599Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20220224-why-sexual-identities-shifted-during-the-pandemic","cacheLastUpdated":1692600645399},"worklife\u002Farticle\u002F20220301-does-solo-polyamory-mean-having-it-all":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20220301-does-solo-polyamory-mean-having-it-all","_id":"64a4617da471ef0d59382f43","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fjessica-klein"],"bodyIntro":"With no ‘primary partner’ and a potential for multiple meaningful relationships, solo polyamorists are hopping off the heteronormative “relationship escalator”.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cem\u003EAs 2022 comes to a close, we're bringing back our favourite pieces of the year. See the rest of our \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Ftags\u002Fbest-of-worklife-2022\u002F\"\u003EBest of Worklife 2022 collection\u003C\u002Fa\u003E for more great reads.\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EAfter Chris, 35, came out as bisexual three years ago, he decided that he &ldquo;didn&rsquo;t necessarily want to live a heteronormative life&rdquo;. &ldquo;I wanted to be able to date men and women simultaneously for my whole life,&rdquo; says Chris, who is withholding his surname for privacy. &ldquo;I felt like monogamy would deny me something of myself.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EDuring the pandemic, Chris moved into an intentional, sex-positive community in Brooklyn, New York &ndash; a &ldquo;safe space&rdquo; where he could further explore his relationship with sex and sexuality. Through that community, he discovered a course called Open Smarter, which guided students through navigating various types of \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210326-ethical-non-monogamy-the-rise-of-multi-partner-relationships\"\u003Eethically non-monogamous relationships\u003C\u002Fa\u003E. That&rsquo;s where he first heard the term &lsquo;solo polyamory&rsquo;. He quickly felt like it fit his dating style.\u003C\u002Fp\u003E\n\u003Cp\u003EAt its core, solo polyamory refers to people who are open to dating or engaging in multiple meaningful relationships without having a &lsquo;primary partner&rsquo;: one person to whom they&rsquo;re committed above all other partners. Instead, the solo polyamorist might see themselves as their own primary partner, eschewing typical relationship goals, like merging finances or homes with a partner, and getting married and having children.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003ESolo polyamorists represent a small portion of polyamorists in general, many of whom tend to have or aim to have a primary partner, says Philadelphia-based sex educator and therapist Liz Powell, 39, so it&rsquo;s inherently difficult to figure out what percentage of the overall population is engaging in relationships this way. However, some studies show younger generations are more likely to have entered into some kind of non-monogamous relationship than older generations.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EPer a 2020 YouGov survey of 1,300 US adults, \u003Ca href=\"https:\u002F\u002Ftoday.yougov.com\u002Ftopics\u002Frelationships\u002Farticles-reports\u002F2020\u002F01\u002F31\u002Fmillennials-monogamy-poly-poll-survey-data\"\u003E43% of millennials said that their ideal relationship would be non-monogamous\u003C\u002Fa\u003E, while just 30% of Gen X said the same. Overall, research from 2016 synthesising two different US studies showed 20% of respondents \u003Ca href=\"https:\u002F\u002Fwww.tandfonline.com\u002Fdoi\u002Fabs\u002F10.1080\u002F0092623X.2016.1178675\"\u003Eengaged in a consensually non-monogamous relationship\u003C\u002Fa\u003E at some point. But these studies don&rsquo;t break down those numbers by specific types of non-monogamous relationships, so it&rsquo;s impossible to say how many of those surveyed identify with solo polyamory.\u003C\u002Fp\u003E\n\u003Cp\u003ESince solo polyamorists are a minority identity, misconceptions about their lifestyles abound. From people who equate solo polyamory to monogamists dating around until they find &ldquo;the one&rdquo;, to those who consider it a selfish or greedy move, like &ldquo;having your cake and eating it, too&rdquo;, there&rsquo;s a tendency to overlook the term&rsquo;s more nuanced definition. Ultimately, it boils down to stepping off what&rsquo;s known as the heteronormative &ldquo;relationship escalator&rdquo;, and opting for an alternative way to engage in romantic and sexual partnerships.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20220301-does-solo-polyamory-mean-having-it-all-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0brtvdd"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220301-does-solo-polyamory-mean-having-it-all-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EThe &ldquo;relationship escalator&rdquo;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe term solo polyamory gained popularity with the blog Solopoly.net, written by journalist Amy Gahran, under the pen name Aggie Sez. Her first blog post, published in 2012, was titled, &ldquo;\u003Ca href=\"https:\u002F\u002Fsolopoly.net\u002F2012\u002F11\u002F29\u002Friding-the-relationship-escalator-or-not\u002F\"\u003ERiding the relationship escalator (or not)\u003C\u002Fa\u003E&rdquo;. About five years later, she wrote a book on the subject, Stepping Off the Relationship Escalator: Uncommon Love and Life.\u003C\u002Fp\u003E\n\u003Cp\u003EGahran defines this &lsquo;escalator&rsquo; as &ldquo;the default set of societal customs for the proper conduct of intimate relationships&rdquo; &ndash; in other words, relationships that hit, or aim to hit, traditional life markers, like moving in with a partner, merging finances, getting engaged, getting married and having children.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;We have these normalised benchmarks or signs that a relationship is serious,&rdquo; says California-based Rachel Krantz, 34, author of Open: An Uncensored Memoir of Love, Liberation, and Non-Monogamy &ndash; A Polyamory Memoir. &ldquo;Solo polyamorous people tend to avoid intertwining their life in that way with someone else.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThough the definition may seem narrow, there are plenty of ways to be &lsquo;solo poly&rsquo;. Solo polyamorous folks tend to be allosexual, says Colorado-based Elisabeth Sheff, author of books including The Polyamorists Next Door, meaning they tend to experience sexual desire &ndash; but some are \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation\"\u003Easexual\u003C\u002Fa\u003E and maintain multiple, non-sexual relationships. They also tend to &ldquo;value their independence&rdquo;, adds Sheff, but some have very important, non-romantic relationships in their lives that they put first. &ldquo;The single parent who prioritises their children over all other relationships could be solo poly,&rdquo; says Sheff, as could someone who&rsquo;s the caretaker of a person with a disability.\u003C\u002Fp\u003E\n\u003Cp\u003ESolo polyamory also doesn&rsquo;t have to be forever. One could identify as solo poly today, but still wind up entering a more traditional relationship with a shared home or finances in the future &ndash; it doesn&rsquo;t have to be a fixed identity to be valid, says New York-based sex researcher and consultant Zhana Vrangalova.\u003C\u002Fp\u003E\n\u003Cp\u003EChris, in fact, expresses interest in one day finding a primary partner, but says in the meantime being solo poly &ldquo;allows me to date, have experiences with people, get to know a lot of different people, and have some of my needs met&rdquo;. It&rsquo;s similar to when he was dating around monogamously, he adds, &ldquo;except now I&rsquo;ve put a label on it to communicate to people what my intentions are&rdquo;.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220301-does-solo-polyamory-mean-having-it-all-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"I don't like that heteronormative structure of marriage. I want to rebel against that – Chris","id":"worklife\u002Farticle\u002F20220301-does-solo-polyamory-mean-having-it-all-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EVrangalova, who&rsquo;s originally from Macedonia, teaches the Open Smarter course that Chris attended in New York. She estimates about two-thirds of her class are people in relationships, and slightly more than half of those are in monogamous relationships but &ldquo;trying to figure out if some version of non-monogamy would be right for them&rdquo;. The rest are either already exploring various forms of non-monogamy and seeking out more skills to help them better navigate those relationships, or they&rsquo;re single and looking for relationships.&nbsp;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003ESolo polyamory is not right for everyone. Vrangalova has her students take personality quizzes to help them determine the relationship style(s) that might work best for them. These quizzes ask questions like &ldquo;how much adventure and novelty&rdquo; respondents need, or how much security they require in their relationships. Solo polyamorists, says Vrangalova, &ldquo;usually don't need a lot of relational security&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, just because someone who identifies as solo poly may not need the same level of security as someone in a long-term, monogamous partnership, this doesn&rsquo;t mean they can&rsquo;t or won&rsquo;t form deep, lasting bonds with partners. To foster trusting relationships with her partners, sex-educator Powell, who identifies as solo poly, says they&rsquo;re very upfront with potential partners about their wants and needs. &ldquo;I'm not going to not ask for [what I want in a relationship] just because I&rsquo;m worried that you're going to say no,&rdquo; they say. &ldquo;If people say no, they say no, and we figure out where to go from there.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe antidote to &ldquo;couple privilege&rdquo;?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EA lot of the stigmas surrounding solo polyamory come from a general lack of understanding of why someone might not want a so-called &ldquo;serious&rdquo;, traditional relationship. Stereotypes of solo poly people include them being &ldquo;selfish, avoidant or [messed] up in various ways&rdquo;, says Vrangalova.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EFurthermore, solo polyamory is marked by its lack of adherence to relationship benchmarks like marriage and children &ndash; which also serve as benchmarks of adulthood. &ldquo;The people we consider to be &lsquo;adults&rsquo; are married with kids, sharing houses, sharing finances,&rdquo; says Powell. &ldquo;Whereas &lsquo;wayward adults&rsquo;, like myself, who live alone, unmarried, are examples of everything wrong with society.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EOf course, adults can very successfully live on their own and be self-sufficient. For those who identify as solo poly, it also doesn&rsquo;t mean they &ldquo;don&rsquo;t care about people&rdquo;, says Sheff. &ldquo;They just don't want to organise their life centrally around a romantic partner.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220301-does-solo-polyamory-mean-having-it-all-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0brttlc"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220301-does-solo-polyamory-mean-having-it-all-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThese prejudices exist alongside another societal force known as &ldquo;\u003Ca href=\"https:\u002F\u002Fwww.shape.com\u002Flifestyle\u002Fsex-and-love\u002Fcouple-privilege\"\u003Ecouple privilege\u003C\u002Fa\u003E&rdquo;. This wide-reaching phrase refers both to the advantages couples have in society over singles (like the financial benefits of marriage and couplehood) and the attitude that, for instance, in a polyamorous relationship, the success of the primary couple must be prioritised. All other partners&rsquo; actions must be taken with preserving that primary relationship in mind.\u003C\u002Fp\u003E\n\u003Cp\u003EThese stigmas and societal expectations can present roadblocks for people who identify as solo poly. When Powell was in a polyamorous relationship in Savannah, Georgia, US, around 2014, they tried to find a non-monogamy-affirming therapist, to no avail. That prompted them to fill the void, and Powell opened their own private practice targeting people who identified as non-monogamous, queer, kinky and\u002For trans.\u003C\u002Fp\u003E\n\u003Cp\u003EEven in psychology circles, there remains a dearth of knowledge about polyamory, let alone solo polyamory. Sheff is part of \u003Ca href=\"https:\u002F\u002Fwww.apa.org\u002Fabout\u002Fdivision\u002Fdiv44\"\u003EDivision 44\u003C\u002Fa\u003E, a subgroup of the American Psychological Association working to develop educational materials about polyamory for counsellors and therapists.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EMore than just dating around\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EUltimately, solo polyamory is much more than a way to date multiple partners while living alone. It&rsquo;s a rejection of heteronormative relationship standards.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;For me, a lot of solo polyamory has been about finding ways that I centre my own autonomy, the autonomy of others and genuinely question which things I want in a relationship, rather than assuming that every relationship was going to follow the escalator,&rdquo; says Powell.\u003C\u002Fp\u003E\n\u003Cp\u003EChris was similarly attracted to the solo poly label because it let him think about and approach relationships differently. He says the relationship pathways he grew up with didn&rsquo;t make sense for him; before gay marriage was legalised in the US, he was having sexual relationships with people he knew he&rsquo;d never be able to wed.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EToday, Chris says he wouldn&rsquo;t 100% rule out the prospect of marriage, but he&rsquo;s not exactly a fan of the institution. &ldquo;As a queer, bisexual person, I don't like that heteronormative structure of marriage,&rdquo; he says. &ldquo;I want to rebel against that.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220301-does-solo-polyamory-mean-having-it-all-6"}],"collection":["worklife\u002Fpremium-collection\u002Flovelife"],"disableAdverts":false,"displayDate":"2022-03-04T14:24:34Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Does 'solo polyamory' mean having it all?","headlineShort":"The rise of 'solo polyamory'","image":["p0brttmv"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2022-02-27T22:52:24.455144Z","Project":"wwverticals","Slug":"option\u002Fpublish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"64a461aca471ef30b9021812"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":["p0brtvdd"],"relatedStories":["worklife\u002Farticle\u002F20210326-ethical-non-monogamy-the-rise-of-multi-partner-relationships","worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation","worklife\u002Farticle\u002F20220224-why-sexual-identities-shifted-during-the-pandemic"],"relatedTag":null,"summaryLong":"With no ‘primary partner’ and a potential for multiple meaningful relationships, solo polyamorists are hopping off the heteronormative “relationship escalator”.","summaryShort":"\"I felt like monogamy would deny me something of myself\"","tag":["tag\u002Fhow-we-live","tag\u002Fbest-of-worklife-2022"],"textToSpeech":false,"creationDateTime":"2022-03-04T00:10:10.711226Z","entity":"article","guid":"0c079474-739f-4053-8486-6f73cec2fdcc","id":"worklife\u002Farticle\u002F20220301-does-solo-polyamory-mean-having-it-all","modifiedDateTime":"2022-12-13T17:52:25.041408Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20220301-does-solo-polyamory-mean-having-it-all","cacheLastUpdated":1692600645391},"worklife\u002Farticle\u002F20211201-family-estrangement-why-adults-are-cutting-off-their-parents":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20211201-family-estrangement-why-adults-are-cutting-off-their-parents","_id":"64a4617ba471ef0d5126dfcd","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Polarised politics and a growing awareness of how difficult relationships can impact our mental health are fuelling family estrangement, say psychologists.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cem\u003EAs we head into 2022, Worklife is running our best, most insightful and most essential stories from 2021. When you&rsquo;re done with this article, check out our \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Fcolumns\u002Fbest-of-worklife-2021\u002F\"\u003Efull list of the year&rsquo;s top stories\u003C\u002Fa\u003E.&nbsp;\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIt was a heated Skype conversation about race relations that led Scott to cut off all contact with his parents in 2019. His mother was angry he&rsquo;d supported a civil rights activist on social media, he says; she said &ldquo;a lot of really awful racist things&rdquo;, while his seven-year-old son was in earshot.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;There was very much a parental feeling like &lsquo;you can&rsquo;t say that in front of my child, that's not the way we're going to raise our kids&rsquo;,&rdquo; explains the father-of-two, who lives in Northern Europe. Scott says the final straw came when his father tried to defend his mother&rsquo;s viewpoint in an email, which included a link to a white supremacist video. He was baffled his parents could not comprehend the reality of people being victimised because of their background, especially given his own family history. &ldquo;&lsquo;This is insane &ndash; you're Jewish&rsquo;, I said. &lsquo;Many people in our family were killed in Auschwitz&rsquo;.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EIt wasn&rsquo;t the first time Scott had experienced a clash in values with his parents. But it was the last time he chose to see or speak to them.\u003C\u002Fp\u003E\n\u003Cp\u003EDespite a lack of hard data, there is a growing perception among therapists, psychologists and sociologists that this kind of intentional parent-child &lsquo;break-up&rsquo; is on the rise in western countries.\u003C\u002Fp\u003E\n\u003Cp\u003EFormally known as &lsquo;estrangement&rsquo;, experts&rsquo; definitions of the concept differ slightly, but the term is broadly used for situations in which someone cuts off all communication with one or more relatives, a situation that continues for the long-term, even if those they&rsquo;ve sought to split from try to re-establish a connection.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;The declaration of &lsquo;I am done&rsquo; with a family member is a powerful and distinct phenomenon,&rdquo; explains Karl Andrew Pillemer, professor of human development at Cornell University, US. &ldquo;It is different from family feuds, from high-conflict situations and from relationships that are emotionally distant but still include contact.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20211201-family-estrangement-why-adults-are-cutting-off-their-parents-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"The declaration of ‘I am done’ with a family member is a powerful and distinct phenomenon – Karl Andrew Pillemer","id":"worklife\u002Farticle\u002F20211201-family-estrangement-why-adults-are-cutting-off-their-parents-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAfter realising there were few major studies of family estrangement, he carried out a nationwide survey for his 2020 book Fault Lines: Fractured Families and How to Mend Them. The survey showed more than one in four Americans reported being estranged from another relative. Similar research for British estrangement charity Stand Alone \u003Ca href=\"https:\u002F\u002Fwww.standalone.org.uk\u002Fabout\u002F\"\u003Esuggests the phenomenon affects one in five families in the UK\u003C\u002Fa\u003E, while academic researchers and therapists in \u003Ca href=\"https:\u002F\u002Fwww.smh.com.au\u002Flifestyle\u002Flife-and-relationships\u002Fwe-aren-t-family-the-adults-divorcing-their-parents-20200907-p55t98.html\"\u003EAustralia\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fbroadview.org\u002Ffamily-estrangement\u002F\"\u003ECanada\u003C\u002Fa\u003E also say they&rsquo;re witnessing a &ldquo;silent epidemic&rdquo; of family break-ups.\u003C\u002Fp\u003E\n\u003Cp\u003EOn social media, there&rsquo;s been a boom in online support groups for adult children who&rsquo;ve chosen to be estranged, including one Scott is involved in, which has thousands of members. &ldquo;Our numbers in the group have been rising steadily,&rdquo; he says. &ldquo;I think it&rsquo;s becoming more and more common.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThe fact that estrangement between parents and their adult children seems to be on the rise &ndash; or at least is increasingly discussed &ndash; seems to be down to a complex web of cultural and psychological factors. And the trend raises plenty of questions about its impact on both individuals and society.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EPast experiences and present values\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAlthough research is limited, most break-ups between a parent and a grown-up child tend to be initiated by the child, says Joshua Coleman, psychologist and author of The Rules of Estrangement: Why Adult Children Cut Ties and How to Heal the Conflict. One of the most common reasons for this is past or present \u003Ca href=\"https:\u002F\u002Fwww.standalone.org.uk\u002Fwp-content\u002Fuploads\u002F2015\u002F12\u002FHiddenVoices.FinalReport.pdf\"\u003Eabuse\u003C\u002Fa\u003E by the parent, whether emotional, verbal, physical or sexual. \u003Ca href=\"https:\u002F\u002Fwww.google.com\u002Furl?q=https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002Fabs\u002F10.1177\u002F02654075211046305?journalCode%3Dspra&amp;sa=D&amp;source=docs&amp;ust=1637244794712000&amp;usg=AOvVaw0W0kn3ppJjZMZ2jWUtahBV\"\u003EDivorce\u003C\u002Fa\u003E is another frequent influence, with consequences ranging from the adult child &ldquo;taking sides&rdquo;, to new people coming into the family such as stepsiblings or stepparents, which can fuel divisions over both &ldquo;financial and emotional resources&rdquo;.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EClashes in values &ndash; as experienced by Scott and his parents &ndash; are also increasingly thought to play a role. A study published in October by Coleman and the University of Wisconsin, US, showed value-based disagreements were mentioned by \u003Ca href=\"https:\u002F\u002Fpsycnet.apa.org\u002Frecord\u002F2021-85856-001\"\u003Emore than one in three mothers of estranged children\u003C\u002Fa\u003E. Pillemer&rsquo;s recent research has also \u003Ca href=\"https:\u002F\u002Fwww.karlpillemer.com\u002Fbooks\u002Ffault-lines\u002F\"\u003Ehighlighted value differences\u003C\u002Fa\u003E as a &ldquo;major factor&rdquo; in estrangements, with conflicts resulting from &ldquo;issues such as same sex-preference, religious differences or adopting alternative lifestyles&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003EBoth experts believe at least part of the context for this is increased political and cultural polarisation in recent years. In the US, an Ipsos poll reported a \u003Ca href=\"https:\u002F\u002Fwww.reuters.com\u002Farticle\u002Fus-usa-trump-relationships-insight\u002Ffrom-disputes-to-a-breakup-wounds-still-raw-after-u-s-election-idUSKBN15M13L\"\u003Erise in family rifts\u003C\u002Fa\u003E after the 2016 election, while research by academics at Stanford University in 2012 suggested a larger proportion of parents could be unhappy if their children \u003Ca href=\"https:\u002F\u002Facademic.oup.com\u002Fpoq\u002Farticle-abstract\u002F76\u002F3\u002F405\u002F1894274\"\u003Emarried someone who supported a rival political party\u003C\u002Fa\u003E, which was far less true a decade earlier. A recent UK study found that one in 10 people had \u003Ca href=\"https:\u002F\u002Fwww.independent.co.uk\u002Fnews\u002Fuk\u002Fpolitics\u002Fbrexit-family-friends-argument-remain-leave-eu-opinion-poll-bmg-survey-a9147456.html\"\u003Efallen out with a relative over Brexit\u003C\u002Fa\u003E. &ldquo;These studies highlight the way that identity has become a far greater determinant of whom we choose to keep close or to let go,&rdquo; says Coleman.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211201-family-estrangement-why-adults-are-cutting-off-their-parents-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211201-family-estrangement-why-adults-are-cutting-off-their-parents-3"},{"bodyHtml":{"assets":[]},"calloutBodyHtml":"\u003Cp\u003EThis story is part of BBC's&nbsp;\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Ffamily-tree\"\u003EFamily Tree\u003C\u002Fa\u003E&nbsp;series, which examines the issues and opportunities parents, children and families face today &ndash; and how they'll shape the world tomorrow. Coverage continues on&nbsp;\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Ffamily-tree\"\u003EBBC Future\u003C\u002Fa\u003E.\u003C\u002Fp\u003E","calloutTitle":"Family Tree","cardType":"CalloutBox","iFrameType":"","id":"worklife\u002Farticle\u002F20211201-family-estrangement-why-adults-are-cutting-off-their-parents-4"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EScott says he&rsquo;s never discussed his voting preferences with his parents. But his decision to cut them off was partly influenced by his and his wife&rsquo;s heightened awareness of social issues, including the Black Lives Matter movement and MeToo. He says other adult children in his online support group have fallen out due to value-based disagreements connected to the pandemic, from older parents refusing to get vaccinated to rows over conspiracy theories about the source of the virus.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe mental health factor\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EExperts believe our growing awareness of mental health, and how toxic or abusive family relationships can affect our wellbeing, is also impacting on estrangement.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;While there&rsquo;s nothing especially modern about family conflict or a desire to feel insulated from it, conceptualising the estrangement of a family member as an expression of personal growth, as it is commonly done today, is almost certainly new,&rdquo; says Coleman. &ldquo;Deciding which people to keep in or out of one&rsquo;s life has become an important strategy.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003ESam, who&rsquo;s in her twenties and lives in the UK, says she grew up in a volatile household where both parents were heavy drinkers. She largely stopped speaking to her parents straight after leaving home for university, and says she cut ties for good after witnessing her father verbally abusing her six-year-old cousin at a funeral. Having therapy helped her recognise her own experiences as &ldquo;more than just bad parenting&rdquo; and process their psychological impact. &ldquo;I came to understand that &lsquo;abuse&rsquo; and &lsquo;neglect&rsquo; were words that described my childhood. Just because I wasn't hit didn't mean I wasn't harmed.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EShe agrees with Coleman it&rsquo;s &ldquo;becoming more socially acceptable&rdquo; to cut ties with family members. &ldquo;Mental health is more talked about now so it&rsquo;s easier to say, &lsquo;These people are bad for my mental health&rsquo;. I think, as well, people are getting more confident at drawing their own boundaries and saying &lsquo;no&rsquo; to people.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe rise of individualism\u003C\u002Fstrong\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EColeman argues our increased focus on personal wellbeing has happened in parallel with other wider trends, such as a shift towards a more &ldquo;individualistic culture&rdquo;. Many of us are much less reliant on relatives than previous generations.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;Not needing a family member for support or because you plan to inherit the family farm means that who we choose to spend time with is based more on our identities and aspirations for growth than survival or necessity,&rdquo; he explains. &ldquo;Today, nothing ties an adult child to a parent beyond that adult child&rsquo;s desire to have that relationship.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211201-family-estrangement-why-adults-are-cutting-off-their-parents-5"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"People are getting more confident at drawing their own boundaries and saying ‘no’ to people – Sam","id":"worklife\u002Farticle\u002F20211201-family-estrangement-why-adults-are-cutting-off-their-parents-6"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIncreased opportunities to live and work in different cities or even countries from our adult families can also help facilitate a parental break-up, simply by adding physical distance.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;It&rsquo;s been much easier for me to move around than it would have been probably 20 years ago,&rdquo; agrees Faizah, who is British with a South Asian background, and has avoided living in the same area as her family since 2014.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EShe says she cut ties with her parents because of &ldquo;controlling&rdquo; behaviours like preventing her from going to job interviews, wanting an influence on her friendships and putting pressure on her to get married straight after her studies. &ldquo;They didn&rsquo;t respect my boundaries,&rdquo; she says. &ldquo;I just want to have ownership over my own life and make my own choices.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe impact of estrangement\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThere are strong positives for many estranged adult children who&rsquo;ve detached themselves from what they believe are damaging parental relationships. &ldquo;The research shows that the majority of adult children say it was for the best,&rdquo; says Coleman.\u003C\u002Fp\u003E\n\u003Cp\u003EBut while improved mental health and perceived increased freedom are common outcomes of estrangement, Pillemer argues the decision can also create feelings of instability, humiliation and stress.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;The intentional, active severing of personal ties differs from other kinds of loss,&rdquo; he explains. &ldquo;In addition, people lose the practical benefits of being part of a family: material support, for example, and the sense of belonging to a stable group of people who know one another well.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EFeelings of loneliness and stigma seem to have been exacerbated for many estranged people during the pandemic. While the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Ftechnology-52772428\"\u003E&lsquo;Zoom boom&rsquo;\u003C\u002Fa\u003E enabled some families to feel closer and stay in touch more regularly, recent UK research suggests that adults with severed ties \u003Ca href=\"https:\u002F\u002Fwww.cam.ac.uk\u002Fresearch\u002Fnews\u002Fstigma-of-broken-family-relationships-compounded-by-lockdown\"\u003Efelt even more aware of missing out\u003C\u002Fa\u003E on family life during lockdown. Other studies point to Christmas and religious festivals being \u003Ca href=\"https:\u002F\u002Ftheconversation.com\u002Fchristmas-is-the-hardest-time-of-year-for-those-estranged-from-close-family-51699\"\u003Eespecially challenging periods for estranged relatives\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;I have my own family and my partner and my close friends, but nothing replaces those traditions you have with your parents,&rdquo; agrees Faizah. Now in her thirties, she still finds the Muslim holiday Eid al-Fitr particularly tricky, even though she&rsquo;s distanced herself from her parents&rsquo; religion. &ldquo;It&rsquo;s so tough. It&rsquo;s so lonely... and I do miss my mum&rsquo;s cooking.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211201-family-estrangement-why-adults-are-cutting-off-their-parents-7"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211201-family-estrangement-why-adults-are-cutting-off-their-parents-8"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EChoosing not to stay in touch with parents can have a knock-on effect on future family bonds and traditions, too. &ldquo;For me, the biggest regret is my kids growing up without grandparents,&rdquo; says Scott . &ldquo;It&rsquo;s preferable to [my parents] saying &ndash; gosh, I don&rsquo;t know what &ndash; to them [but] I feel like my kids are missing out.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EOf course, all of this also has an impact on the parents who have, often unwillingly, been cut out of their children&rsquo;s &ndash; and potentially grandchildren&rsquo;s &ndash; lives. &ldquo;Most parents are made miserable by it,&rdquo; says Coleman. As well as losing their own footing in the traditional family unit, they typically &ldquo;describe profound feelings of loss, shame and regret&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003EScott says his mother recently tried calling him. But he texted her saying he&rsquo;d only consider re-establishing contact with his children if she recognised her comments had been &ldquo;horribly racist&rdquo; and apologised. So far, he says she hasn&rsquo;t done that. &ldquo;Even if all those things happened, I would always limit what I tell them about my life and certainly supervise any visits with the kids. Unfortunately, I don&rsquo;t see any of that happening.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EAttempting to bridge rifts?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWith political divisions centre-stage in many nations, as well as increasing individualism in cultures around the world, many experts believe the parent-child &lsquo;break-up&rsquo; trend will stick around.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;My prediction is that it's either going to get worse or stay the same,&rdquo; says Coleman. &ldquo;Family relationships are going to be based much more on pursuing happiness and personal growth, and less on emphasising duty, obligation or responsibility.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EPillemer argues that we shouldn&rsquo;t rule out attempting to bridge rifts, however, particularly those stemming from opposing politics or values (as opposed to abusive or damaging behaviours).&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;If the prior relationship was relatively close (or at least not conflictual), I think there is evidence that many family members can restore the relationship. It does involve, however, agreeing on a &lsquo;demilitarised zone&rsquo; in which politics cannot be discussed,&rdquo; he says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211201-family-estrangement-why-adults-are-cutting-off-their-parents-9"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"It’s so tough. It’s so lonely... and I do miss my mum’s cooking – Faizah","id":"worklife\u002Farticle\u002F20211201-family-estrangement-why-adults-are-cutting-off-their-parents-10"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EFor his book, he interviewed over 100 estranged people who had successfully reconciled, and found the process was actually framed by many as &ldquo;an engine for personal growth&rdquo;. &ldquo;It is of course not for everyone, but for a number of people, bridging a rift, even if the relationship was imperfect, was a source of self-esteem and personal pride.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EHe argues that both more detailed longitudinal studies and clinical attention are needed to get the topic of estrangement further &ldquo;out of the shadows and into the clear light of open discussion&rdquo;. &ldquo;We need researchers to find better solutions &ndash; both for people who want to reconcile, and for help in coping with people in permanent estrangements.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EScott welcomes the growing interest in adult break-ups. &ldquo;I think it will help lots of people,&rdquo; he says. &ldquo;There is still a big stigma around estrangement. We see these questions in the group a lot: &lsquo;What do you tell people?&rsquo; or &lsquo;How do you bring it up when dating?\".\u003C\u002Fp\u003E\n\u003Cp\u003EBut he&rsquo;s unlikely to reconcile with his own parents, unless they recognise they&rsquo;ve been racist. &ldquo;The whole &lsquo;blood is thicker than water&rsquo; - I mean, that's great if you have a cool family, but if you're saddled with toxic people, it's just not doable.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EScott, Sam and Faizah are all using one name to protect their and their families&rsquo; privacy\u003C\u002Fem\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211201-family-estrangement-why-adults-are-cutting-off-their-parents-11"}],"collection":[],"disableAdverts":false,"displayDate":"2021-12-01T14:17:10Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Family estrangement: Why adults are cutting off their parents","headlineShort":"A silent epidemic of family break-ups?","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Polarised politics and a growing awareness of how difficult relationships can impact our mental health are fuelling family estrangement, say psychologists.","summaryShort":"\"The declaration of 'I am done' with a family member is a powerful phenomenon\"","tag":[],"textToSpeech":false,"creationDateTime":"2021-11-30T20:52:32.641051Z","entity":"article","guid":"14a28f8d-afdb-46d0-8404-d7399a5f8d1a","id":"worklife\u002Farticle\u002F20211201-family-estrangement-why-adults-are-cutting-off-their-parents","modifiedDateTime":"2022-02-25T07:18:42.697042Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20211201-family-estrangement-why-adults-are-cutting-off-their-parents","cacheLastUpdated":1692600645392},"worklife\u002Farticle\u002F20220317-the-unshakeable-stigma-of-mothers-who-leave-their-children":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20220317-the-unshakeable-stigma-of-mothers-who-leave-their-children","_id":"64a4617ca471ef2ee31fe801","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"When mums leave their kids with family or partners, they are often viewed as deeply flawed, despite gains in gender equity. Will this ever change?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EQuitting a job because she doesn&rsquo;t like it, leaving a city that no longer suits her needs or ending a relationship with someone she&rsquo;s no longer in love with &ndash; in recent decades, Western society has championed women who make these kinds of empowering choices. But what if the choice she makes is to leave her kids?\u003C\u002Fp\u003E\n\u003Cp\u003EDespite improving gender equality, mothers who make the difficult decision to live apart from their children are often anything but celebrated.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;Even if both parents are doing a brilliant job of raising happy, healthy kids, [if] they happen to live away from their mum, the women are still vilified,&rdquo; says Melissa, who lives an hour and a half drive from her two children, and administers an online support group for women in similar situations. &ldquo;[These] mothers are spoken of as if they are defective, like something deep within their core is broken.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThe recent Netflix production of \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fculture\u002Farticle\u002F20211215-film-review-the-lost-daughter\"\u003EThe Lost Daughter\u003C\u002Fa\u003E has shined a light on this kind of response to mothers who live separately from their kids. The film, based on the novel of the same name by Elena Ferrante, zooms in on actress \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fentertainment-arts-59636673\"\u003EOlivia Coleman playing the role of a mother who leaves her children\u003C\u002Fa\u003E with her husband for three years to pursue her own career goals. Both she and others frame her decision as selfish, which contrasts with a father in the movie who has also left his children (played by Ed Harris), seemingly without much judgement.\u003C\u002Fp\u003E\n\u003Cp\u003EThough in real life parents of all genders have walked away from their children for centuries, there is some anecdotal evidence to suggest that mums leaving might be on the rise. Melissa says membership of the online support group she administers is in its hundreds and growing steadily. And therapists like Reennee Singh, a spokesperson for the UK Council for Psychotherapy (UKCP), say they are noticing a &ldquo;slight shift&rdquo; towards more mothers choosing to relinquish live-in parenting.\u003C\u002Fp\u003E\n\u003Cp\u003EData from the \u003Ca href=\"https:\u002F\u002Fwww.slaterheelis.co.uk\u002Fdivorce-family-law-category\u002Frise-in-single-dad-families\u002F\"\u003EUK\u003C\u002Fa\u003E and the \u003Ca href=\"https:\u002F\u002Fwww.pewresearch.org\u002Fsocial-trends\u002F2013\u002F07\u002F02\u002Fthe-rise-of-single-fathers\"\u003EUS\u003C\u002Fa\u003E also suggests a rise in the proportion of single-father households, though this doesn&rsquo;t distinguish between families where children still spend a significant portion of time with their mothers &ndash; or don&rsquo;t &ndash; or how such childcare arrangements were decided.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20220317-the-unshakeable-stigma-of-mothers-who-leave-their-children-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"My children had a father and extended family who loved them, routines and a home. Leaving was about saving myself. Once you hit rock bottom, you have to get creative – Natalie","id":"worklife\u002Farticle\u002F20220317-the-unshakeable-stigma-of-mothers-who-leave-their-children-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhatever the exact figures, the issue of women &ndash; rather than men &ndash; leaving the family unit still creates a lot of debate in Western cultures. For example, one of the tensions in the film The Lost Daughter (hinted at in the title), is the question: has a daughter been abandoned by her mum, or, conversely, is the mum who leaves her daughters the \"lost one,&rdquo; underlining that there continues to be deep emotional response to this behaviour. In many ways this may seem surprising, given the tidal wave of societal and media support for gender equity in other parts of society.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;Blended families, same sex parents &ndash; we&rsquo;ve accepted these to a greater extent than we have working mothers who are parenting at a distance,&rdquo; says Tom Buchanan, a professor of sociology at Mount Royal University in Calgary, Canada. &ldquo;There&rsquo;s a cultural lag.&rdquo; And, say experts, this may not change anytime soon.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe reasons for leaving home\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAcademics and therapists following the &ldquo;slight shift&rdquo; towards more mothers choosing to live apart from children say there is a wide spectrum of reasons why this may be happening.\u003C\u002Fp\u003E\n\u003Cp\u003ESome leave to take up jobs, assignments or study opportunities in different cities, either while remaining in a relationship with their children&rsquo;s father or after a separation. &ldquo;Times have changed sufficiently for women to feel more comfortable and entitled to pursue their own careers, their own interests,&rdquo; says Singh, &ldquo;even if that means living away from [the family] home.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EOther women decide it&rsquo;s preferable for their children to reside with their father after a break-up for practical or financial reasons. &ldquo;The children were living in a lovely home on a farm in the country and they were in good schools with lovely friends,&rdquo; says Melissa. &ldquo;I didn&rsquo;t know how I was going to afford to house [them]&rdquo;. By leaving her kids with their father, she was able to re-establish her career as a freelancer in the media, and move to a cheaper neighbourhood closer to her extended family. &ldquo;I was pretty run down by what went on in the marriage, too, and needed time to recover.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220317-the-unshakeable-stigma-of-mothers-who-leave-their-children-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220317-the-unshakeable-stigma-of-mothers-who-leave-their-children-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EElsewhere along the spectrum of choice there are mothers who leave home for a different kind of lifestyle or relationship.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;I just felt trapped, completely trapped in a situation,&rdquo; says Katy, a teacher who left her five children with their father in 2018 and moved to a different part of Europe. &ldquo;I got married when I was 22, I had my first child at 25 and then it was &lsquo;boom, boom, boom&rsquo; &ndash; child after child after child. And although they were what I wanted at the time, I don't feel like I actually got to do anything that was for me.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EAt the far end of the choice continuum are mothers fleeing toxic relationships. For this group, leaving their children behind may be something of a last resort to overcome serious mental health issues and move forward with their lives.\u003C\u002Fp\u003E\n\u003Cp\u003EThat was the case for Natalie from Australia, who became severely depressed while she was living abroad with her ex-husband. She says the dynamic between them wasn&rsquo;t healthy, but that he was a great caregiver to their children, so she ended up moving back to her home country without them.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;My children had a father and extended family who loved them, routines and a home. Leaving was about saving myself,&rdquo; she says. &ldquo;Once you hit rock bottom, you have to get creative.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003ESingh believes rising public awareness of wellbeing is feeding into mothers' decisions to leave the family nest, in contrast to previous generations, where women often felt they had to put up with existing domestic arrangements. For example, contemporary self-help books and podcasts about separations or self-care can offer comfort and validation to those who&rsquo;ve made the difficult decision to live apart from their children.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, Singh warns some of this literature only exists because of ongoing stereotypes about motherhood, and she&rsquo;s concerned some women may feel they need to use discourses about wellbeing &ldquo;to warrant or legitimise what they are doing&rdquo;.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;If society was more equal and more fair, then they might not have to rely so much on the literature to feel comfortable with the decisions that they make. I try and help women to become stronger and more grounded in their choices and, you know, think, &lsquo;oh, well, society can say &lsquo;whatever&rsquo;, but this is what I want to do at this point&rsquo;,&rdquo; she argues. &ldquo;Sometimes this option is the only one that presents itself to them&hellip; [so it&rsquo;s] also just helping to give them permission to leave and feeling that that's OK.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA persistent stigma\u003C\u002Fstrong\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThe freedom to leave hasn&rsquo;t resulted in freedom from judgement. Women &ndash; especially in the West &ndash; still tend to face negative reactions from friends, family and wider society for the unconventional decision to live apart from their children, whatever the reasons behind it.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;The common theme in the [online] group is how surprised the women were by the confines of what society [still] expected of them,&rdquo; says Melissa. She says even members who live apart from their children to pursue career paths in the military or for the sake of postgraduate studies have shared experiences of being &ldquo;vilified&rdquo; for their choices. New acquaintances will often ask members, &ldquo;&lsquo;what do you mean your kids don&rsquo;t live with you? What sort of mother doesn&rsquo;t want to be with her own children?&rsquo;&rdquo;, she says. &ldquo;Like it&rsquo;s a simple choice that only the mother can possibly make.&nbsp; Like fathers have no input or say or responsibility at all&rdquo;.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220317-the-unshakeable-stigma-of-mothers-who-leave-their-children-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"New acquaintances will often ask, ‘what do you mean your kids don’t live with you? What sort of mother doesn’t want to be with her own children?’ – Melissa","id":"worklife\u002Farticle\u002F20220317-the-unshakeable-stigma-of-mothers-who-leave-their-children-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAccording to Singh, this is largely because discourses and expectations about motherhood haven&rsquo;t shifted at the same pace as women&rsquo;s progress in other areas. In other words, women are still expected to play the role of a nurturer, regardless of other external circumstances. &ldquo;There&rsquo;s still some stigma attached to women sort of abandoning their duties and responsibilities,&rdquo; she says. &ldquo;It's got a lot to do with history, cultural ideas and gendered relationships.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EShe points out that this narrative is particularly common in Western individualistic cultures, in contrast to more collective societies. &ldquo;In the Philippines or in India, it's quite common for women to go and earn money in a different country and send it back home while their children are being looked after by the extended family or by grandparents.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EFor women in these Western cultures who fly the family nest to pursue a specific lifestyle or relationship, the stigma is often even more acute than for those who leave for practical or career-related reasons. Katy says many of her relatives didn&rsquo;t speak to her for months, even though the decision for her children to remain in the family home instead of going with her was, she says, made mutually with their father.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;A man can do this and have no contact with their child, and it's acceptable,&rdquo; says Katy. &ldquo;But if a woman does it &ndash; and I still have contact with my children &ndash; people do think I'm a bad mother, [that] I&rsquo;ve abandoned them. I thought I was doing the best for them,&rdquo; she says, stating that if she&rsquo;d stayed, her exhaustion and unhappiness would only have escalated. &ldquo;I didn't realise at the time all the consequences, all the judgements I would get.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EFour years after her move, Katy says some friends and family members still perceive her as &ldquo;a bad mother&rdquo; and blame any challenges her children experience on her decision to leave.\u003C\u002Fp\u003E\n\u003Cp\u003ESharing her story with new friends hasn&rsquo;t helped ease the burden; several people she became close to distanced themselves from her after learning about her past, so now she avoids talking about her children at all. &ldquo;It&rsquo;s difficult because for every day you think &lsquo;yeah, actually what I did took a lot of guts&rsquo;, then somebody will make a comment, and it just puts you back down to thinking you&rsquo;re the worst person in the world.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EMelissa says women who admit domestic abuse was a factor in them leaving &ndash; even if they believed their former partner would not hurt their children &ndash; face &ldquo;perhaps the cruellest&rdquo; judgements from others. &ldquo;In domestic violence, women barely get out alive, let alone with their mental health intact,&rdquo; she says. Yet this cohort of mothers will still be asked by both strangers and people they know &ldquo;how could you do it?&rdquo; or &ldquo;are the kids OK with it?&rdquo;. &ldquo;Very rarely do people ask &lsquo;how are you?&rsquo; &lsquo;are you ok?&rsquo;,&rdquo; says Melissa.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220317-the-unshakeable-stigma-of-mothers-who-leave-their-children-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220317-the-unshakeable-stigma-of-mothers-who-leave-their-children-7"},{"bodyHtml":{"assets":[]},"calloutBodyHtml":"\u003Cp\u003EThis story is part of BBC's&nbsp;\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Ffamily-tree\"\u003EFamily Tree\u003C\u002Fa\u003E&nbsp;series, which examines the issues and opportunities parents, children and families face today &ndash; and how they'll shape the world tomorrow. Find more on&nbsp;\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Ffamily-tree\"\u003EBBC Future\u003C\u002Fa\u003E.\u003C\u002Fp\u003E","calloutTitle":"Family Tree","cardType":"CalloutBox","iFrameType":"","id":"worklife\u002Farticle\u002F20220317-the-unshakeable-stigma-of-mothers-who-leave-their-children-8"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EViews of fatherhood contribute to mothers&rsquo; burdens&nbsp;&nbsp;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EHistorically, fathers who leave the family home have been much more accepted in both society and in popular culture than mothers, agrees Buchanan. He cites veteran US singer Bruce Springsteen&rsquo;s track Hungry Heart, which begins with the lyrics &ldquo;Got a wife and kids in Baltimore, Jack, I went out for a ride and I never went back&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003EPart of this acceptance is down to societal stereotyping of men as well as women: fathers have traditionally been viewed as less capable caregivers than mothers. It&rsquo;s also about the value that is attributed to unpaid domestic work like childcare, in comparison to salaried jobs, argues Buchanan. This has fed the narrative that it&rsquo;s more acceptable for men to leave home if they&rsquo;re contributing financially, whereas women are seen to be abandoning their domestic duties. &ldquo;Fathers are more likely to just perceive [paid] market work as &lsquo;work&rsquo;. And until that changes, I think you're going to see a lot of pressures on women,&rdquo; he argues. &ldquo;Fathers need to embrace and address and challenge the stigma that they are only the &lsquo;breadwinners&rsquo;, not necessarily the &lsquo;parents&rsquo;.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EBuchanan believes that despite all this, today&rsquo;s walk-away dads are &ldquo;not un-stigmatised completely&rdquo; and &ldquo;probably don&rsquo;t have a great reputation&rdquo;. However, he accepts there is a &ldquo;different level of stigma&rdquo; for women who leave their families under these sorts of circumstances. &ldquo;When it happens in a mothering situation, it becomes a huge deal and it becomes gendered.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003ESingh adds social stigmas can even play a role in how children respond to their mother&rsquo;s decision to move out of the family home. She&rsquo;s worked with a lot of adult clients who witnessed parental infidelity growing up, and says people tend to judge mothers who leave more harshly than fathers, and find &ldquo;it's hard to forgive them, even later on in life&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EManaging from afar\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ENatalie describes her connection with her children as &ldquo;very close&rdquo; and says they speak several times a week, text regularly and visit one another. &ldquo;The quality time we have when we are together is magical and normal. We pack in a lot of fun, and I'm there to manage dramas and homework, too.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EBy contrast, Katy says she&rsquo;s found it challenging to maintain regular contact with some of her five children, and has a particularly fragile relationship with her eldest daughter. Yet, while the pandemic has made it trickier for her children to visit, she says she has been able to offer them the kind of quality family time that was challenging when she was juggling live-in parenting with anti-social working hours.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220317-the-unshakeable-stigma-of-mothers-who-leave-their-children-9"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"It’s difficult because for every day you think ‘yeah, actually what I did took a lot of guts’, then somebody will make a comment, and it just puts you back down to thinking you’re the worst person in the world – Katy","id":"worklife\u002Farticle\u002F20220317-the-unshakeable-stigma-of-mothers-who-leave-their-children-10"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E&ldquo;We go to the beach, we go out, have picnics in the park together&hellip; things like that,&rdquo; says Katy. &ldquo;I don't regret my decision. I did what I felt I had to do at the time. I do regret that I put the children through that because I think for them it's been hard. I would like one day for my children to grow up and look at me as in like &lsquo;well, my mum wasn't happy, but she didn't just put up with the situation. She did something about it&rsquo;.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EIn the online support group, many women regularly share feelings of guilt, social isolation and ostracisation, says Melissa, because it&rsquo;s difficult to discuss what they are going through with others. &ldquo;The most common remark made by new members of our group is how incredibly lonely they have been. They say finding our group helps because they feel understood and not demonised by their circumstances.&rdquo; She believes wider societal attitudes need to change, with a better understanding that &ldquo;the women who leave&hellip; love their children as much as mothers who live more traditional lives.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA more accepting society?\u003C\u002Fstrong\u003E\u003Cstrong\u003E&nbsp;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhether society will eventually become more accepting of mothers who live apart from their children remains a matter of debate.\u003C\u002Fp\u003E\n\u003Cp\u003EBuchanan believes things will improve, but only in certain circumstances. &ldquo;If it&rsquo;s a career-oriented move, then I think that&rsquo;s something that we will move past, in terms of stigmatising,&rdquo; he says. This, he argues, will be a side effect of a more general improvement in gender equity in the home and in the workplace, with fathers becoming increasingly involved at home and more women in leadership positions. &ldquo;Stepping away from a family just because they wanted to pursue something different &ndash; I think that's always going to be stigmatised.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;I don't think things will change very much in the future,&rdquo; agrees Melissa, the support-group administrator. Ten years since moving out of her family home, she says she&rsquo;s seen little progress in societal attitudes towards live-apart mothers like her.\u003C\u002Fp\u003E\n\u003Cp\u003ENatalie, however, is more hopeful that women who leave the home for non-career related reasons will find their choices more &ldquo;normalised&rdquo; in future &ldquo;with enough education and awareness&rdquo;. But for this to happen, she says society also needs to become more open to the idea of fathers being equally equipped caregivers. This kind of shift, argues Singh, also needs to sit alongside a broader, more respectful acceptance of the full range of options open to modern working women, beyond traditional models of domesticity.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;Whether having children later in life, not having children at all, having children and then for somebody else to be the primary carer of their children, there's a lot of work for us as women to do, just to feel more comfortable with the fact that there are choices available nowadays,&rdquo; she argues. &ldquo;It&rsquo;s fine to choose something a bit different&hellip; each of these choices comes with a cost.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EMelissa, Katy and Natalie&rsquo;s surnames have been withheld to protect them and their family&rsquo;s privacy\u003C\u002Fem\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220317-the-unshakeable-stigma-of-mothers-who-leave-their-children-11"}],"collection":[],"disableAdverts":false,"displayDate":"2022-03-22T13:03:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The unshakeable stigma of mothers who leave their children","headlineShort":"The mums who leave their kids","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"When mums leave their kids with family or partners, they are often viewed as deeply flawed, despite gains in gender equity. Will this ever change?","summaryShort":"\"Mothers are spoken of as if they are defective, like something is broken\"","tag":[],"textToSpeech":false,"creationDateTime":"2022-03-22T00:50:19.654894Z","entity":"article","guid":"588b2639-6361-4578-9a97-8095a5283cdf","id":"worklife\u002Farticle\u002F20220317-the-unshakeable-stigma-of-mothers-who-leave-their-children","modifiedDateTime":"2022-05-24T12:24:57.704566Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20220317-the-unshakeable-stigma-of-mothers-who-leave-their-children","cacheLastUpdated":1692600645397},"worklife\u002Farticle\u002F20221111-the-tensions-that-fan-tricky-in-law-relationships":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20221111-the-tensions-that-fan-tricky-in-law-relationships","_id":"64a4617da471ef0d5d0e66ce","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Precarious in-law relationships are a trope that can seem overblown. But for some people, these conflicts are real – and there are many reasons why.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn-law relationships hold the potential for mutual appreciation, joy and even love &ndash; in theory, people gain a whole new family and, with it, access to a wider support network. Most people don&rsquo;t start off expecting to hate their in-laws; 2012 research from Purdue University, US, showed \u003Ca href=\"https:\u002F\u002Fwww.tandfonline.com\u002Fdoi\u002Fabs\u002F10.1080\u002F15427609.2012.680843\"\u003Ethe vast majority of couples go into the\u003C\u002Fa\u003E\u003Ca href=\"https:\u002F\u002Fwww.tandfonline.com\u002Fdoi\u002Fabs\u002F10.1080\u002F15427609.2012.680843\"\u003Eir\u003C\u002Fa\u003E\u003Ca href=\"https:\u002F\u002Fwww.tandfonline.com\u002Fdoi\u002Fabs\u002F10.1080\u002F15427609.2012.680843\"\u003E marriage\u003C\u002Fa\u003E\u003Ca href=\"https:\u002F\u002Fwww.tandfonline.com\u002Fdoi\u002Fabs\u002F10.1080\u002F15427609.2012.680843\"\u003Es\u003C\u002Fa\u003E\u003Ca href=\"https:\u002F\u002Fwww.tandfonline.com\u002Fdoi\u002Fabs\u002F10.1080\u002F15427609.2012.680843\"\u003E anticipating positive ties\u003C\u002Fa\u003E.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EYet a potent mix of patriarchal traditions, media tropes and characters in pop culture also popularise the idea that in-law relationships will be tense at best, toxic at worst &ndash; especially among women.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EFor instance, one needn&rsquo;t look far to find a rich set of diabolical in-law characters. In Hamlet, Gertrude&rsquo;s brother-in-law kills her husband, then lies to her to gain her hand in marriage. In the Meet The Parentsfilm series, Robert DeNiro&rsquo;s character uses his ex-CIA skills to uncover dirt on his daughter&rsquo;s fianc&eacute; (and that&rsquo;s the least of it). The trope is particularly potent on television: in the Sopranos, Livia Soprano estranges her daughter-in-law Carmela from her own parents; the Simpsons sees Marge&rsquo;s sisters Patty and Selma at constant odds with Homer Simpson; and Debra Barone and her mother-in-law Marie in Everybody Loves Raymondveer cyclically between niggling combat and genuine affection.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EReal-life examples of tricky in-laws bombard us, too, as evidenced by numerous reports on \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fnews\u002Fnewsbeat-59087450\"\u003EZayn Malik&rsquo;s rocky relationship with mother-in-law Yolanda Hadid\u003C\u002Fa\u003E, or \u003Ca href=\"https:\u002F\u002Fwww.buzzfeednews.com\u002Farticle\u002Fstephaniesoteriou\u002Fbrooklyn-beckham-swerve-victoria-feud-nicola-peltz\"\u003EVictoria Beckham&rsquo;s purported feud with son Brooklyn&rsquo;s wife, Nicola Peltz.\u003C\u002Fa\u003E The media&rsquo;s thirst for woman-on-woman conflict takes a particularly dark sway, adding ballast to the looming figure of the monster-in-law in culture.&nbsp; &nbsp;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThese representations serve to feed the assumption that in-law conflict is normal. And indeed, say experts, there are both well-founded historical reasons for these beliefs as well as particular flashpoints today &ndash; both events and life stages &ndash; that are known to fan the flames of in-law conflict, making stereotypically bad relationships very real for some.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20221111-the-tensions-that-fan-tricky-in-law-relationships-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Woman and mother-in-law playing with a baby","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20221111-the-tensions-that-fan-tricky-in-law-relationships-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003E&lsquo;Precarious environment&rsquo;\u003C\u002Fstrong\u003E&nbsp; &nbsp;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EPart of the reason that navigating in-law relationships can be tricky is the fact that there is no rulebook for them. For example, it&rsquo;s not clear how close people should live to their in-laws, how often couples see them and what responsibilities they might shoulder.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EGretchen Perry, professor at the University of Canterbury, New Zealand, and co-author of the paper \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpmc\u002Farticles\u002FPMC8211990\u002F\"\u003EIn-Law Relationships in Evolutionary Perspective: The Good, the Bad, and the Ugly\u003C\u002Fa\u003E, points out that there won&rsquo;t necessarily be shared beliefs and mutual understanding. While people might \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20211201-family-estrangement-why-adults-are-cutting-off-their-parents\"\u003Ehave friction with their own families\u003C\u002Fa\u003E, she says, &ldquo;it&rsquo;s more likely you&rsquo;re going to agree and have common interests with them&rdquo;, while there might be &ldquo;less of an overlap in common agreement&rdquo; with in-laws.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThe historic formation of heterosexual family structures may be partly responsible for creating an environment of tension with in-laws, and form the basis of the trope of the meddling mother-in-law specifically. In some patrilineal societies, parents choose who their child marries, and once married, the daughter-in-law moves in with her husband&rsquo;s family.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EAs the senior woman of the household in these arrangements, the mother is in charge of the domestic sphere, and gains \u003Ca href=\"https:\u002F\u002Fgatesopenresearch.org\u002Farticles\u002F5-170\"\u003Ehigher social status and decision-making authority\u003C\u002Fa\u003E over her daughter-in-law. &ldquo;It&rsquo;s a precarious environment because the new wife is separated from their family of origin and those who may be more protective of her,&rdquo; says Perry. &ldquo;Depending on the nature of that circumstance, it can be a difficult, controlling environment, with a lot of conflict.&rdquo; So, experts say the omnipresent trope of the meddling mother-in-law is partly a hangover from this set-up, where a daughter-in-law is under the thumb of a matriarch.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EToday, these kinds of living arrangements are far less common, but statistics still support the belief that a woman and her mother-in-law are more likely to clash than male members of the family.&nbsp; &nbsp;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EIn a US study from 2022, both men and women reported having more conflict with their mothers-in-law than their mothers, and \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F357717498_Mother-in-Law_Daughter-in-Law_Conflict_an_Evolutionary_Perspective_and_Report_of_Empirical_Data_from_the_USA\"\u003Emothers indicated having more conflict with their daughters-in-law than their daughters\u003C\u002Fa\u003E. Terri Apter, a psychologist and senior tutor at Newnham College, Cambridge University, who conducted more than two decades of research, and \u003Ca href=\"https:\u002F\u002Fterriapter.com\u002F2017\u002F10\u002F20\u002Ffamily-matters-learning-to-love-your-in-laws\u002F\"\u003Epublished in a book in 2008\u003C\u002Fa\u003E, found that 60% of women admitted the relationship with their female in-law caused them long-term unhappiness and stress. Two-thirds of daughters-in-law believed that their husband's mother frequently exhibited jealous, maternal love towards their son. Seventy-five percent of couples reported having problems with an in-law, but only 15% of mother-in-law\u002Fson-in-law relationships were described as tense.\u003C\u002Fp\u003E\n\u003Cp\u003E&nbsp;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20221111-the-tensions-that-fan-tricky-in-law-relationships-2"},{"bodyHtml":{"assets":[]},"calloutBodyHtml":"\u003Cp\u003EThis story is part of BBC's&nbsp;\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Ffamily-tree\"\u003E\u003Cstrong\u003EFamily Tree\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E&nbsp;series, which examines the issues and opportunities parents, children and families face today &ndash; and how they'll shape the world tomorrow. Find more on&nbsp;\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Ffamily-tree\"\u003E\u003Cstrong\u003EBBC Future\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003E&nbsp;\u003C\u002Fp\u003E","calloutTitle":"Family Tree","cardType":"CalloutBox","iFrameType":"","id":"worklife\u002Farticle\u002F20221111-the-tensions-that-fan-tricky-in-law-relationships-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EOne factor that could contribute to the prevalence of female in-law tension is child-rearing, and its disproportionate impact on women, which could potentially compound any pre-existing conflict.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EIn a Finnish study, researchers found that compared to child-free couples, \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F318736872_The_Kinship_Penalty_Parenthood_and_In-Law_Conflict_in_Contemporary_Finland\"\u003Emothers and fathers were as likely to report conflict with their own parents\u003C\u002Fa\u003E, but more likely to report individual conflict with their in-laws. Many young adults found in-law conflict increased after the birth of their first child, with the shared interest of a grandchild providing fresh reasons for grandparents to &ldquo;influence and interfere in the lives of other family members&rdquo;.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EDuring the early child-rearing period, new mothers and their mothers-in-law may well have more frequent contact than before. &ldquo;When pregnant, breastfeeding and caring for a young baby, mothers are faced with a challenging time and need extra support,&rdquo; explains Perry. Although a new mother&rsquo;s partner and father-in-law can help, it&rsquo;s often her own mother and mother-in-law who provide the most robust support. Plus, child-rearing is an emotive topic that comes with a plethora of generational differences. With a mother-in-law expecting to have her grandchild raised one way, and an exhausted mother adamant about doing some things differently, the conditions are ripe for disagreements.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EHelping a mother through the early months of parenthood is just the beginning of the grandparental care journey, however. More so than grandfathers, it is grandmothers who often cover gaps in childcare, which can result in their own work hours being \u003Ca href=\"https:\u002F\u002Facademic.oup.com\u002Fpolicy-press-scholarship-online\u002Fbook\u002F29545\u002Fchapter-abstract\u002F249146254?redirectedFrom=fulltext\"\u003Ecurtailed and a drop in earnings potential\u003C\u002Fa\u003E. Yet more help does not necessarily equate to better ties. The Finnish study found that the more grandchild care a paternal grandmother performs, the \u003Cspan\u003Emore likely a daughter-in-law is to report some form of conflict\u003C\u002Fspan\u003E - the rule of thumb being, the more involved they are in each other&rsquo;s lives, the more opportunities there are for friction.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20221111-the-tensions-that-fan-tricky-in-law-relationships-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Older woman sitting at a dinner table with a turkey","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20221111-the-tensions-that-fan-tricky-in-law-relationships-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EHoliday flashpoints\u003Cbr \u002F\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhile the mother-in-law to daughter-in-law link is surely the most complex, all in-law relationships come under tension as couples move through life together. The most frequent intra-familial flashpoints are religious celebrations and holidays. &ldquo;If both sets of in-laws are adamant that you&rsquo;re all going to theirs for Christmas, you&rsquo;re going to have a problem,&rdquo; says Martin Daly, a professor of psychology, neuroscience and behaviour at McMaster University, Canada and co-author of In-Law Relationships in Evolutionary Perspective. &ldquo;Occasions like Christmas are a major point of conflict, because it&rsquo;s where people are expected to be together.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThrown together for an extended period of time, without sufficient room for autonomous behaviours, families come up against the phenomenon of &lsquo;\u003Ca href=\"https:\u002F\u002Fmedium.com\u002Fpractical-growth\u002Freduce-family-fighting-over-holidays-3fd4ae0b4f59\"\u003Ehypercopresence\u003C\u002Fa\u003E,&rsquo; which can happen with any interaction involving forced closeness &ndash; holiday gatherings included. Melanie Booth-Butterfield, a professor of communication studies at West Virginia University, US, who is writing a book on the topic, says that the negative effects can be long-lasting. &ldquo;Hypercopresence can result in conflicts with relatives, angry words that cannot be taken back, and cold, rude nonverbal behaviours which leave lasting impressions,&rdquo; she explains.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EPlus, holidays are when families carry out much-anticipated traditions and rituals, which research shows makes them feel closer and \u003Ca href=\"https:\u002F\u002Fwww.scientificamerican.com\u002Farticle\u002Ffamily-traditions-boost-happiness\u002F\"\u003Eincreases people&rsquo;s enjoyment\u003C\u002Fa\u003E of these occasions. However, each family&rsquo;s traditions might be different &ndash; and when in-laws diverge from our beloved rituals and traditions (or vice versa), tensions can flare.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThere are other common points of conflict, says Perry, including potentially different opinions on how much time, including holidays, that you spend together, how children are raised, how money is spent, whether money is borrowed and so on. Indeed, a \u003Ca href=\"https:\u002F\u002Fwww.fatherly.com\u002Flove-money\u002Fin-law-survey\"\u003E2016 survey\u003C\u002Fa\u003E by digital lifestyle brand Fatherly showed that of those couples who do argue with their in-laws, 29% said it was about parenting style, followed by 15% who brought up politics, 14% said money and 4% said their in-laws needled them about career success.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EMore space, less tension\u003C\u002Fstrong\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EPerry believes that building positive in-law relations can depend on how much people rely on extended families as they move through life. Tensions may occur when couples can&rsquo;t afford to live independently, grandparents shoulder more childcare responsibilities and adults take on the care of their parents as they age. &ldquo;If social constraints and financial shortfall mean that people need to care for each other more, and spend more time in each other&rsquo;s business, the conflict may increase,&rdquo; says Perry.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EBut these days, it&rsquo;s becoming more common for couples to operate as solitary units, moving further away from a larger familial network, and staying in touch on their own terms. &ldquo;If couples can be independent and flexible, not beholden to in-laws and extended families, they can pick and choose when they ask for help, [then] the window of opportunity for conflict is smaller,&rdquo; says Perry.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EAnd while some people may struggle with in-law relationships, it&rsquo;s also clear that people can also build positive, rewarding ties. A \u003Ca href=\"https:\u002F\u002Fwww.motherinlawproject.com\u002Fsurvey-results\"\u003Esurvey of American women conducted in 2021\u003C\u002Fa\u003E found that 51% of daughters-in-law are satisfied or very satisfied with the relationship with their mother-in-law, while three quarters of mothers-in-law are satisfied or very satisfied with the relationship with their daughter-in-law.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003ESo where does that leave us? These days, it&rsquo;s certainly possible that some of the foundational areas of conflict with in-laws might be reduced, due to the different ways we live today. But the stereotypes do contain a grain of truth, as there are inherent aspects of these relationships that could serve to make them fraught. Usually, though, they aren&rsquo;t as extreme as the ones we see on television.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EMoreover, people go through countless changes through in life, and there are just as many opportunities to reframe in-law relationships &ndash; even during the holidays. After all, you have one irrefutable attachment in common. As Daly points out, people related by marriage often derive solidarity from the fact they care deeply about the wellbeing of the same person.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20221111-the-tensions-that-fan-tricky-in-law-relationships-6"}],"collection":[],"disableAdverts":false,"displayDate":"2022-11-22T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The tensions that fan tricky in-law relationships","headlineShort":"Why toxic in-laws are no stereotype","image":[],"imageAlignment":"centre","imageAltText":"Extended family having a meal","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Precarious in-law relationships are a trope that can seem overblown. But for some people, these conflicts are real – and there are many reasons why.","summaryShort":"The tensions that fan conflict with in-laws","tag":[],"textToSpeech":false,"creationDateTime":"2022-11-21T22:26:38.201498Z","entity":"article","guid":"e72c212f-abc1-4f5e-8159-be9533c7ef57","id":"worklife\u002Farticle\u002F20221111-the-tensions-that-fan-tricky-in-law-relationships","modifiedDateTime":"2022-11-22T17:11:42.390727Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20221111-the-tensions-that-fan-tricky-in-law-relationships","cacheLastUpdated":1692600645398},"worklife\u002Farticle\u002F20221207-the-parents-who-sever-ties-with-their-children":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20221207-the-parents-who-sever-ties-with-their-children","_id":"64a4617ea471ef0d62167ca7","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fmegan-carnegie"],"bodyIntro":"Many children cut off contact with their parents due to conflict. It’s less common for parents to sever ties with their kids – but it happens, and can be incredibly lonely.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EHelen hasn&rsquo;t spoken with her son in more than a year. The last she heard, he was in prison. Now aged 31, he&rsquo;s been addicted to opioids for more than a decade.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;He&rsquo;s tried to call me, probably to ask for money, and I have not been picking up,&rdquo; explains Helen, who lives in England. &ldquo;Right now, that&rsquo;s the right decision for my safety and sanity.&rdquo; As the primary caregiver for her son&rsquo;s young daughter, Helen&rsquo;s focus is providing a loving and secure environment for her to grow up in.\u003C\u002Fp\u003E\n\u003Cp\u003EHelen remembers her son as an impulsive and destructive child, but with a wicked sense of humour and a kind heart. So, she was confused when, as a teenager, &ldquo;his behaviour turned hostile and he started locking himself in the toilet for hours at a time&rdquo;, she recalls. &ldquo;When I confronted him, he&rsquo;d tell me \u003Cem\u003EI \u003C\u002Fem\u003Ewas the mad one, the one on drugs. Sometimes, I wanted to laugh, it was so ridiculous.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EWhen Helen found out he was using heroin, she didn&rsquo;t know where to turn. He would disappear for days, returning with all kinds of injuries. When he was at home, he was difficult to be around. &ldquo;He never hit me, but would often destroy the flat in anger &ndash; there&rsquo;s still a hole in the corridor where he kneed it,&rdquo; she explains.\u003C\u002Fp\u003E\n\u003Cp\u003EAt work, she was paid in cash, which she says her son began taking from her wallet. Not wanting to say anything in case he got violent, she began keeping the money in a belt around her waist. &ldquo;I said my earnings were going straight into an account so I could get a better credit rating,&rdquo; she says. She ultimately felt unsafe living with someone deep in an addiction, and cut contact with him.\u003C\u002Fp\u003E\n\u003Cp\u003EThe relationship between a parent and their child is expected to be lifelong &ndash; a fruitful, loving bond that can survive any highs and lows. However, for some parents, maintaining this connection can be difficult. Eventually, a parent might feel they have reached a point of no return, and so choose to step away from their role.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20221207-the-parents-who-sever-ties-with-their-children-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0dmbs4y"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20221207-the-parents-who-sever-ties-with-their-children-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn an increasingly polarised world, conversations about \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20211201-family-estrangement-why-adults-are-cutting-off-their-parents\"\u003Echildren who stop speaking to their parents\u003C\u002Fa\u003E have become common. Yet it also happens the other way around, even if the discourse is less frequent. This may be in part because data indicates parents severing ties with their children is rarer: a 2015 study conducted by the British estrangement charity Stand Alone showed that \u003Ca href=\"https:\u002F\u002Fwww.standalone.org.uk\u002Fwp-content\u002Fuploads\u002F2015\u002F12\u002FHiddenVoices.FinalReport.pdf\"\u003E5% of estranged parents\u003C\u002Fa\u003E had initiated it themselves.\u003C\u002Fp\u003E\n\u003Cp\u003EThe decision is already difficult and painful, and those who experience this estrangement say its relative rarity makes it especially isolating, and can add to stigma for those who choose to pursue this path.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E&lsquo;Unconditional love can be problematic&rsquo;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;In both research and popular culture, we rarely hear from parents who estrange themselves from their children because it&rsquo;s so taboo, and there are very few non-judgemental places to speak openly about the experience,&rdquo; explains Lucy Blake, a senior lecturer in psychology at University of the West England, Bristol, who specialises in estrangement.\u003C\u002Fp\u003E\n\u003Cp\u003EThe reasons parents end relationships with their children are similar to the reasons kids cut off their parents: according to Blake, among the most common cited are family conflict, differences in personal values (such as religious beliefs), substance abuse and other toxic behaviour. The Stand Alone research showed that for relationship breakdowns with sons, issues linked to divorce, in-laws and marriage were the most widely reported drivers; while with daughters, mental-health problems and emotional abuse were more common.\u003C\u002Fp\u003E\n\u003Cp\u003EYet this decision to fracture with children tends to be far more trying and ultimately difficult. Societally, parents are expected to cherish and care for offspring without exception. &ldquo;We have very high, almost godlike expectations of a parent, where we want them to be unconditionally loving,&rdquo; explains Blake. &ldquo;This can be quite problematic, as it suggests they should accept any kind of treatment, including all kinds of psychological and financial abuse.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20221207-the-parents-who-sever-ties-with-their-children-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"We have very high, almost godlike expectations of a parent, where we want them to be unconditionally loving … it suggests they should accept any kind of treatment, including all kinds of psychological and financial abuse – Lucy Blake","id":"worklife\u002Farticle\u002F20221207-the-parents-who-sever-ties-with-their-children-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThis is perhaps why, even when their children are hurting them, parents struggle to let go. Jennifer Storey, a psychology lecturer at the University of Kent, UK, who specialises in interpersonal violence, finds that in most of her interviews with victims of elder abuse, parents are still worried and sad for their children. &ldquo;I am struggling to remember one parent who really wanted to cut their child off &ndash; they almost always wanted the relationship to continue, but the abuse to end,&rdquo; she explains.\u003C\u002Fp\u003E\n\u003Cp\u003EIt can also be hard for both them and the people around them to accept the reality of what&rsquo;s happening. &ldquo;Parents are assumed to have all the power, but as the child grows older, that power dynamic shifts,&rdquo; says Amanda Holt, author of the book Adolescent-to-Parent Abuse: Current Understandings in Research, Policy and Practice\u003Cem\u003E. \u003C\u002Fem\u003E&ldquo;The lack of belief that child-parent abuse can happen, or that it can be so bad a parent needs to leave, is another reason that it&rsquo;s so difficult to walk away.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EThe &ldquo;\u003Ca href=\"https:\u002F\u002Fpsycnet.apa.org\u002Frecord\u002F2015-30547-001\"\u003Eintergenerational stake hypothesis\u003C\u002Fa\u003E&rdquo; may also be at work. This theory suggests that parents are typically more invested &ndash; emotionally, financially and physically &ndash; in the parent-child relationship than their children. \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpmc\u002Farticles\u002FPMC4553696\u002F\"\u003EGreater positive ties with children\u003C\u002Fa\u003E are associated with a parent&rsquo;s improved wellbeing, a greater quality of life and lower depressive symptoms; greater positive ties with a parent do not guarantee the same benefits. This means that the parent&rsquo;s choice to sever contact with a child, whether abruptly or gradually, doesn&rsquo;t just come with the weight of failure.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;Parenthood is a role and identity that&rsquo;s respected and admired &ndash; it&rsquo;s also life-changing and lifelong,&rdquo; explains Blake. &ldquo;When a parent does not have an active relationship with their child, they might feel they have failed in this role, bringing feelings of intense pain and shame, changing or challenging how parents think about themselves and who they are.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EGiven these elements, it can be more challenging for parents to sever ties than it is for children. &ldquo;It could certainly be a different kind of pain, because for parents, there&rsquo;s the possibility that their life seems emptier or less meaningful,&rdquo; says Blake. Many will lose friendships and relationships with other family members as a result. &ldquo;The loss and pain that accompanies estrangement ripples out to touch many different aspects of people&rsquo;s lives,&rdquo; says Blake.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20221207-the-parents-who-sever-ties-with-their-children-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0dmbrw7"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20221207-the-parents-who-sever-ties-with-their-children-5"},{"bodyHtml":{"assets":[]},"calloutBodyHtml":"\u003Cp\u003EThis story is part of BBC's&nbsp;\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Ffamily-tree\"\u003E\u003Cstrong\u003EFamily Tree\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E&nbsp;series, which examines the issues and opportunities parents, children and families face today &ndash; and how they'll shape the world tomorrow. Find more on&nbsp;\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Ffamily-tree\"\u003E\u003Cstrong\u003EBBC Future\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E.\u003C\u002Fp\u003E","cardType":"CalloutBox","iFrameType":"","id":"worklife\u002Farticle\u002F20221207-the-parents-who-sever-ties-with-their-children-6"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EMurky and muddled\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIn some cases, like Helen&rsquo;s, the decision to cut off contact is clearly made by one party. But the source of estrangement between parents and children can often be more muddled.\u003C\u002Fp\u003E\n\u003Cp\u003EJack, who lives in the US, was married to his wife for nearly two decades, during which time they had four children together. At the time of the divorce, their youngest daughter was a year old. When his ex-wife remarried, he says, his youngest child gravitated more towards her stepfather than him &ndash; and as she grew older, seemed not to enjoy spending time with Jack.\u003C\u002Fp\u003E\n\u003Cp\u003EJack says he reached a breaking point during a visitation when his daughter was aged 14. After a disagreement about curfew, she told Jack she hated her weekends with him, and called her mother for a ride to the event she had planned to attend. &ldquo;I emailed my ex to say it appeared [my daughter] no longer wanted to spend every other weekend&rsquo;s visitation with me, and if that were to change in the future, she would be welcomed back with open arms,&rdquo; says Jack. He doesn&rsquo;t blame his daughter for acting as she did, but hasn&rsquo;t heard from or seen her since.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EAlthough his daughter cut off contact initially, Jack hasn&rsquo;t felt the need to re-kindle contact with her directly. &ldquo;The longer it has drawn out, it&rsquo;s lessened my need to re-establish this relationship. It feels similar to a death to me, and I have moved on,&rdquo; he says. &ldquo;At this stage of my life, with the comfort level I enjoy in the relationships I have, I doubt I would be interested in the time needed to invest in building a meaningful relationship with her, not to mention the drama from her that would come with that,&rdquo; he explains.\u003C\u002Fp\u003E\n\u003Cp\u003EJack&rsquo;s story reflects the murky reality of parent-child estrangement, which is that it&rsquo;s not always cut-and-dried who drops whom. His daughter made her disinterest in him apparent, but he was the one to actually suggest they stop seeing one another.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThis isn&rsquo;t an uncommon situation, say experts: &ldquo;For some estranged parents, there&rsquo;s no one clear answer on who initiated it, and it&rsquo;s quite messy,&rdquo; says Blake. When asked who initiated the estrangement (with the options of &ldquo;they did&rdquo;, &ldquo;I did&rdquo;, &ldquo;we cut contact with one another&rdquo; and &ldquo;I&rsquo;m not sure&rdquo;), \u003Ca href=\"https:\u002F\u002Fwww.standalone.org.uk\u002Fwp-content\u002Fuploads\u002F2015\u002F12\u002FHiddenVoices.FinalReport.pdf\"\u003E10% of respondents\u003C\u002Fa\u003E in Stand Alone&rsquo;s community study chose one or more responses, showing that the direction is not always clear.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20221207-the-parents-who-sever-ties-with-their-children-7"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"I doubt I would be interested in the time needed to invest in building a meaningful relationship with her, not to mention the drama from her that would come with that – Jack","id":"worklife\u002Farticle\u002F20221207-the-parents-who-sever-ties-with-their-children-8"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EEstrangement is also not always a permanent or static state. Moving through periods of \u003Ca href=\"https:\u002F\u002Fwww.tandfonline.com\u002Fdoi\u002Fabs\u002F10.1080\u002F0312407X.2015.1004355?journalCode=rasw20\"\u003Eestrangement and reunification\u003C\u002Fa\u003E is common, especially, as Stand Alone found, for \u003Ca href=\"https:\u002F\u002Fwww.standalone.org.uk\u002Fwp-content\u002Fuploads\u002F2015\u002F12\u002FHiddenVoices.FinalReport.pdf\"\u003Emothers and daughters\u003C\u002Fa\u003E.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThis is also the case for many parents whose child has an addiction. A 2020 Swedish study showed parents of adult drug addicts \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpmc\u002Farticles\u002FPMC7434187\u002F\"\u003Eremained hopeful about an eventual reconciliation\u003C\u002Fa\u003E, in part because they were able to see their child as two different people: one sober, and one under the influence. If the latter were to leave, as it were, the relationship could continue.\u003C\u002Fp\u003E\n\u003Cp\u003EHelen, for her part, has severed contact with her son several times &ndash; they have cycled through periods of estrangement and reconciliation for years. But for now, she is out of touch with him &ndash; and unsure what will come next. &ldquo;If he could show me he was committed to staying clean and out of jail, perhaps I&rsquo;d want him back in our life,&rdquo; she explains. &ldquo;But I don&rsquo;t know how I could ever trust him again, and certainly not to care for his little one.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E&lsquo;A lonely ordeal&rsquo;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EEven for the parents who are steadfast in their reasoning for initiating a break-up, the day-to-day reality of their decision is far from easy. &ldquo;Configured through biological, legal and social bonds, there is an attachment with one&rsquo;s child that is very profound,&rdquo; explains Holt. &ldquo;Such that if parents do walk away, the relationship may be gone but those bonds persist. It can be very difficult to leave all of that behind.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EMany parents who initiate estrangement find that the shame and blame surrounding their decision also leads to acute isolation, and ruptures with their established support network even beyond blood relatives. &ldquo;Parents who have initiated estrangement have very few [people] they can talk to who will show compassion and understanding,&rdquo; explains Blake. &ldquo;There might be some room for talking about feelings of grief and loss, but it&rsquo;s as if it runs out and people are expected to get over it and get on with life.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EJack has fielded discussions with friends who don&rsquo;t understand his non-relationship with his daughter and say they could never turn their back on a blood relation. &ldquo;To me, just because someone is &lsquo;blood&rsquo; does not give them the right to treat [you] poorly,&rdquo; he explains.\u003C\u002Fp\u003E\n\u003Cp\u003ECompassion and a space to talk may be particularly important at specific moments throughout the calendar year &ndash; and this time frame is different for every parent. Wounds feel rawer during the holidays in particular: according to Stand Alone, 90% of people estranged from a family member find holiday seasons challenging, while 85% struggle with the passing of birthdays and 81% find it difficult to be around other families.\u003C\u002Fp\u003E\n\u003Cp\u003EFor her part, Helen is feeling particularly reflective as Christmas approaches and she shows her granddaughter the Christmas lights. It was something she often did with her son, and she wishes they could share this together.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;I was the only lifeline he had, and dealing with my choice to step away never gets easier,&rdquo; she says. She feels lucky that her daughter has been so supportive, and six months ago, Helen moved closer to her place so they could see one another regularly. &ldquo;Without the help and understanding of my daughter, I don&rsquo;t know where I&rsquo;d be, as this has been a very lonely ordeal,&rdquo; she says. &ldquo;The best I can do is keep myself well so I can do the same for others &ndash; I&rsquo;m trying to take it day by day.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20221207-the-parents-who-sever-ties-with-their-children-9"}],"collection":["worklife\u002Fpremium-collection\u002Ffamily-tree"],"disableAdverts":false,"displayDate":"2022-12-14T15:59:44Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The parents who sever ties with their children","headlineShort":"The parents who cut off their children","image":["p0dmbqjh"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2022-02-27T22:52:24.455144Z","Project":"wwverticals","Slug":"option\u002Fpublish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"64a461aca471ef30b9021812"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20211201-family-estrangement-why-adults-are-cutting-off-their-parents","worklife\u002Farticle\u002F20220317-the-unshakeable-stigma-of-mothers-who-leave-their-children","worklife\u002Farticle\u002F20221111-the-tensions-that-fan-tricky-in-law-relationships"],"relatedTag":null,"summaryLong":"Many children cut off contact with their parents due to conflict. It’s less common for parents to sever ties with their kids – but it happens, and can be incredibly lonely.","summaryShort":"\"Being 'blood' does not give someone the right to treat you poorly\"","tag":["tag\u002Fhow-we-live"],"textToSpeech":false,"creationDateTime":"2022-12-13T20:55:09.947019Z","entity":"article","guid":"a8f68a84-81a5-4791-9e0f-bc813698447a","id":"worklife\u002Farticle\u002F20221207-the-parents-who-sever-ties-with-their-children","modifiedDateTime":"2023-01-11T16:57:57.840247Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20221207-the-parents-who-sever-ties-with-their-children","cacheLastUpdated":1692600645392},"worklife\u002Farticle\u002F20220104-are-gen-z-more-pragmatic-about-love-and-sex":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20220104-are-gen-z-more-pragmatic-about-love-and-sex","_id":"64a4617ba471ef0d5b701389","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Young people aren’t dating and having sex the same way past generations have. Is their approach to relationships more pragmatic?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E&ldquo;Are you ready to settle down?&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EThis is the question Yale College student Kyung Mi Lee posed in a February 2020 piece, \u003Ca href=\"https:\u002F\u002Fyaledailynews.com\u002Fblog\u002F2020\u002F02\u002F14\u002Fsettling-down-romance-in-the-era-of-gen-z\u002F\"\u003ESettling Down: Romance in the Era of Gen Z\u003C\u002Fa\u003E, for the university&rsquo;s Yale Daily News. Would she and her peers follow the \u003Ca href=\"https:\u002F\u002Fwww.pewresearch.org\u002Fsocial-trends\u002F2020\u002F05\u002F27\u002Fas-millennials-near-40-theyre-approaching-family-life-differently-than-previous-generations\u002F\"\u003Emillennial trend of delaying marriage\u003C\u002Fa\u003E?\u003C\u002Fp\u003E\n\u003Cp\u003E&nbsp;Nearly two years after she wrote the article, Lee feels the answer is yes &ndash; but for a potentially different reason than her millennial counterparts. &ldquo;In my cultural imagination, [for millennials] being averse to long-term relationships [means] people are hooking up a lot,&rdquo; Lee, 23, says. In other words, it seemed to her that millennials waited to settle down because they were busy taking advantage of the single life. For Gen Z, she figures, &ldquo;people are averse [to long-term relationships] because they&rsquo;re more&hellip; introspective about the kinds of relationships they want to be in&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003EAn increasing body of research validates this opinion: members of Gen Z seem to take an especially pragmatic approach to relationships compared to prior generations, and they&rsquo;re \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Flifeandstyle\u002F2020\u002Ffeb\u002F03\u002Fquality-over-quantity-gen-zs-sex-recession-looks-more-like-an-upturn\"\u003Enot having as much sex\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;They realise that they might have different partners at different times in their lives [who] may fulfil different needs,&rdquo; says Julie Arbit, Global SVP of Insights at Vice Media Group. In her research, which looked at 500 respondents from the UK and US (of mostly Gen Z and millennials, with some Gen X included &ldquo;for comparison&rdquo;), she&rsquo;s found \u003Ca href=\"https:\u002F\u002Fwww.vicemediagroup.com\u002Fis-gen-z-just-not-that-into-you\u002F\"\u003Ejust one in 10 members of Gen Z say they are &ldquo;committed to being committed\u003C\u002Fa\u003E&rdquo;.&nbsp;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EOther researchers have arrived at similar conclusions. According to a study of Gen Z from India, for example, 66% of respondents accept that \u003Ca href=\"https:\u002F\u002Fwww.businessinsider.in\u002Fadvertising\u002Fad-agencies\u002Fnews\u002Findian-gen-z-spends-an-average-of-8-hours-per-day-online-isobar-ipsos-meetthez-survey\u002Farticleshow\u002F74833473.cms\"\u003E&ldquo;not all relationships will be permanent\u003C\u002Fa\u003E&rdquo;, with 70% rejecting a &ldquo;limiting romantic relationship&rdquo;.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EBoth researchers and members of Gen Z attribute this to a few factors.\u003C\u002Fp\u003E\n\u003Cp\u003EFirst, this generation is entering adulthood during a particularly tenuous time, marked by the Covid-19 pandemic, \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Fus-news\u002F2020\u002Fjul\u002F06\u002Fgen-z-covid-19-financial-crisis-lasting-scars\"\u003Eever-worsening climate change, and financial instability\u003C\u002Fa\u003E. Many feel \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20211215-is-parenting-scarier-than-ever\"\u003Ethey need to achieve stability for themselves before bringing another person into the picture\u003C\u002Fa\u003E. There&rsquo;s also the increased access to relationship information online, empowering Gen Z with the language they \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation\"\u003Eneed to articulate both who they are\u003C\u002Fa\u003E as well as what they want from a relationship that doesn&rsquo;t compromise their identity and needs.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20220104-are-gen-z-more-pragmatic-about-love-and-sex-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220104-are-gen-z-more-pragmatic-about-love-and-sex-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E&ldquo;They&rsquo;re hyper-focused on themselves,&rdquo; says Arbit, &ldquo;and it&rsquo;s not because they&rsquo;re being selfish. They know they&rsquo;re responsible for their own success and happiness, and they know they need to be able to take care of themselves before they can take care of others.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ESeeking stability\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;Back in the 1960s and 70s, your average 25-year-old man could support a family with his income and not expect his wife to work,&rdquo; says Stephanie Coontz, the director of research and public education for the US-based Council on Contemporary Families. For many Gen Zers, both the idea that a 25-year-old could support an entire family, and that a man would expect a stay-at-home wife, no longer fits contemporary circumstances &ndash; and, for some, even seems laughable.\u003C\u002Fp\u003E\n\u003Cp\u003EInstead, Gen Z is prioritising a solid financial foundation as individuals, which is lengthening the path toward marriage, says Arielle Kuperberg, an associate professor of sociology at the University of North Carolina at Greensboro, US. &ldquo;People are taking longer and longer to settle down because they&rsquo;re taking longer and longer to reach financial stability.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003ELee and her friends agree. She says being in what she feels is &ldquo;the most unsafe, financially unstable generation in history&rdquo; contributes to their desire to gain &ldquo;financial independence&rdquo; before they settle down with a long-term partner.\u003C\u002Fp\u003E\n\u003Cp\u003EAs a senior at university, Lee says she and her friends are much more likely to prioritise their careers over relationships, in order to reach a more financially stable place. &ldquo;It&rsquo;s rare that I have a friend who is like, &lsquo;I&rsquo;m going to move to this place so that I can be with my partner&rsquo;,&rdquo; she says. Rather, they&rsquo;re focusing on what&rsquo;s best for their careers, and how they can make relationships fit into that.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220104-are-gen-z-more-pragmatic-about-love-and-sex-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"They know they need to be able to take care of themselves before they can take care of others – Julie Arbit","id":"worklife\u002Farticle\u002F20220104-are-gen-z-more-pragmatic-about-love-and-sex-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EKuperberg&rsquo;s research on Gen Z chimes with this; she has found younger people in the throes of establishing their careers are less likely to go on formal dates compared to millennials.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;I don't think it&rsquo;s [that] they don't want to have long-term relationships. I think it's that they&rsquo;re putting them off,&rdquo; she says.\u003C\u002Fp\u003E\n\u003Cp\u003EAdditionally, Kuperberg has found current instability in young adulthood has led more young people to move back home with their parents because they can&rsquo;t afford to live on their own in their 20s. &ldquo;The rise in more casual relationships and decline in more serious relationships&hellip; is because it&rsquo;s just harder to form [the latter].&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003ERecently, this is in no small part because of the Covid-19 pandemic, which has exacerbated the trend of young adults being unable to live independently. Kuperberg interviewed a Gen Z man in spring 2020 who moved from Washington, DC to North Carolina with his parents shortly after the pandemic hit the country. He told researchers he wasn&rsquo;t going to date again until he moved back to DC.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ESoul searching\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EA global Vice Media Group study from September 2020, Love After Lockdown, made up of 45% Gen Z respondents, showed 75% were currently single and not dating during the pandemic. Many reported this was in part because they wanted to take the solitary time to get to know themselves better before pursuing a partnership.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;I started thinking about myself, what I want to do and what I don't want to do&hellip; and it taught me a lot,&rdquo; said an anonymous Gen Z man from Italy, quoted in the survey. A Gen Z woman based in the US echoed the sentiment: &ldquo;I'm physically distant from everyone and I can take a step back and say, &lsquo;Who am I?&rsquo;&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EOf course, this attitude may have developed from a lack of choice during lockdowns, rather than a Gen-Z proclivity for introspection. However, members of Gen Z from all over the world do have many more resources to figure out who they are, including social media apps like TikTok, where therapists discussing attachment styles and healthy relationship tips have become commonplace.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220104-are-gen-z-more-pragmatic-about-love-and-sex-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220104-are-gen-z-more-pragmatic-about-love-and-sex-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ELee, for example, notes her younger sisters (in their first and second years of college, respectively) have developed in-depth language to talk about relationships through TikTok.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;Teenagers are going around talking about their attachment styles to their romantic and sexual partners, using language like, &lsquo;I&rsquo;m an anxious attachment style,&rsquo;&rdquo; she says. This marks a very self-aware approach to dating that prioritises finding someone who makes sense for \u003Cem\u003Eyou\u003C\u002Fem\u003E, versus just someone you find attractive or interesting. While these priorities certainly aren&rsquo;t unique to Gen Z, this generation have an easily accessible array of resources to more knowledgeably find a partner who fits them well, in ways that older generations might not have known to think about.\u003C\u002Fp\u003E\n\u003Cp\u003EEvolving attitudes towards sexuality and gender roles are also a factor. Among Gen Z, there&rsquo;s been a marked \u003Ca href=\"https:\u002F\u002Fpsmag.com\u002Fideas\u002Fgen-z-the-future-is-non-binary\"\u003Edecrease in adhering to a gender binary\u003C\u002Fa\u003E, and an increase in &ldquo;people willing to explore their sexuality&rdquo;, says Kuperberg. In her research, seen by BBC Worklife, she&rsquo;s noted a statistic showing roughly 50% of Gen Z identify as heterosexual, and &ldquo;\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210610-why-more-women-identify-as-sexually-fluid-than-men\"\u003Emany say they&rsquo;re heteroflexible\u003C\u002Fa\u003E&rdquo;.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThis openness to different types of sexual partners and relationships recalls Arbit&rsquo;s observations about Gen Z not necessarily looking for their &ldquo;one and only&rdquo;, but rather various people to fulfill different needs, whether these needs be romantic, sexual or something else entirely.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;Our parents might have looked for someone of the same religion or the same political views,&rdquo; says Arbit. &ldquo;This generation is looking for honesty and passion and someone who makes them excited to get out of bed in the morning&hellip; compared to older generations, they&rsquo;re open to dating different types of people and giving people a chance.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA mark of change\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThis holistic approach to relationships differs dramatically from those embraced by much older generations.\u003C\u002Fp\u003E\n\u003Cp\u003ECoontz, of the Council on Contemporary Families, says when she was interviewing people for her book on women and families in the 1960s and asked women why they decided to get married, &ldquo;they would look startled&hellip; and say, &lsquo;It was just time&rsquo;&rdquo;, she recalls. &ldquo;There was this sense back [then] that marriage was something you did to enter adult life&hellip; Now it&rsquo;s the opposite.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220104-are-gen-z-more-pragmatic-about-love-and-sex-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"While marriage used to be a passage into adulthood, today, it’s a mark you’ve already achieved it","id":"worklife\u002Farticle\u002F20220104-are-gen-z-more-pragmatic-about-love-and-sex-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThis is a mark of change for Gen Z; while marriage used to be a passage into adulthood, today, it&rsquo;s a mark you&rsquo;ve already achieved it. Society&rsquo;s been moving in this direction for some time, with each generation becoming more flexible with its ideas about a traditional family and its importance in their lives. Whether Gen Z are shaping society with these attitudes, or whether society is shaping Gen Z, is difficult to parse.\u003C\u002Fp\u003E\n\u003Cp\u003EOf course, these patterns aren&rsquo;t true across the board. Among college students, Kuperberg has found that a Gen Z person&rsquo;s race, class, gender and religion can play a role in how they date and seek out relationships.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;White people are more likely to hook up. People of colour are more likely to form relationships or have more formal dates,&rdquo; she says, adding that those from higher socioeconomic backgrounds are both more likely than other demographics to engage in casual sexual encounters and form long-term relationships &ndash; the latter likely because they &ldquo;have more resources&rdquo; to grant them stability.\u003C\u002Fp\u003E\n\u003Cp\u003EWhile many signs point to Gen Z delaying marriage or permanent partnerships like millennials before them, their reasons for this seem to come increasingly from a place of pragmatism. Sure, millennials have delayed marriage for practical reasons like fearing divorce (\u003Ca href=\"https:\u002F\u002Fwww.businessinsider.com\u002Fhow-millennials-are-changing-marriage-divorce-weddings-prenups-2019-5#millennials-are-cohabitating-and-even-buying-homes-together-before-marriage-3\"\u003Emany grew up as children of divorce\u003C\u002Fa\u003E) and because \u003Ca href=\"https:\u002F\u002Fwww.nawrb.com\u002Fmillennials-are-delaying-marriage-because-they-cant-afford-it\u002F\"\u003Ethey can&rsquo;t afford it\u003C\u002Fa\u003E. But Gen Z is inheriting an arguably even more uncertain world as the problems that plagued millennials (like climate change) become more acute and new ones (like the pandemic) arise. This might necessitate fostering individual stability as a number one priority for Gen Z even more so than their slightly older counterparts.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;We joke about who's going to get married first [in] our friend group,&rdquo; says Lee, &ldquo;like it's a funny thing that somebody would be engaged in their twenties.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220104-are-gen-z-more-pragmatic-about-love-and-sex-8"}],"collection":[],"disableAdverts":false,"displayDate":"2022-01-07T16:18:10Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Are Gen Z more pragmatic about love and sex?","headlineShort":"Are Gen Z the most pragmatic about sex?","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Young people aren’t dating and having sex the same way past generations have. Is their approach to relationships more pragmatic?","summaryShort":"Why younger people aren't \"committed to being committed\"","tag":[],"textToSpeech":false,"creationDateTime":"2022-01-06T21:05:28.737331Z","entity":"article","guid":"807ad1c9-8a5f-4e52-b7aa-553fb338df5c","id":"worklife\u002Farticle\u002F20220104-are-gen-z-more-pragmatic-about-love-and-sex","modifiedDateTime":"2022-02-25T07:20:27.929972Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20220104-are-gen-z-more-pragmatic-about-love-and-sex","cacheLastUpdated":1692600645399},"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":"64a46179a471ef30ab2b4c07","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Long in the shadows, asexuality is finally becoming increasingly visible. It could help young people find themselves and their identities, and change the way we think about sexuality.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cem\u003EAs we head into 2022, Worklife is running our best, most insightful and most essential stories from 2021. When you&rsquo;re done with this article, check out our \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Fcolumns\u002Fbest-of-worklife-2021\u002F\"\u003Efull list of the year&rsquo;s top stories\u003C\u002Fa\u003E.&nbsp;\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIn a live video stream on 6 April, UK-based model and asexual activist Yasmin Benoit \u003Ca href=\"https:\u002F\u002Fwww.youtube.com\u002Fwatch?v=ED5MBGRCOek\"\u003Emoderated a panel\u003C\u002Fa\u003E featuring participants from Belgium, Brazil, Vietnam, Pakistan, Nepal and Nigeria. All of them identify as somewhere on the asexual (&ldquo;ace&rdquo;) and\u002For aromantic (&ldquo;aro&rdquo;) spectrum. The panellists discussed their involvement in their respective countries&rsquo; 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&rsquo;s found support and inclusivity from her government and the country&rsquo;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 &ldquo;criminalise queer gatherings\u003C\u002Fa\u003E&rdquo;. 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 &ndash; defined generally as \u003Ca href=\"https:\u002F\u002Fwww.asexuality.org\u002F?q=general.html\"\u003Enot experiencing sexual attraction\u003C\u002Fa\u003E &ndash; has been \u003Ca href=\"https:\u002F\u002Ftime.com\u002F2889469\u002Fasexual-orientation\u002F\"\u003Ecalled &ldquo;the invisible orientation&rdquo;\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&rsquo;t), or that it&rsquo;s a choice (it&rsquo;s an orientation), says Michael Dor&eacute;, a member of the global Asexual Visibility and Education Network&rsquo;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&rsquo;t experience sexual attraction until forming an emotional bond with someone. It&rsquo;s also not synonymous with aromanticism, which applies to those who don&rsquo;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&rsquo; 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 &ndash; making it easier for people to come out as asexual all over the world.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"anahi charles","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003E&lsquo;It&rsquo;s not such a big deal as before&rsquo;\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 &ndash; even as recently as millennials.\u003C\u002Fp\u003E\n\u003Cp\u003EAnah&iacute; 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&rsquo;t quite see the appeal. They looked &ldquo;aesthetically nice&rdquo;, she says, but she couldn&rsquo;t grasp what it was that made her friends so crazy about them.\u003C\u002Fp\u003E\n\u003Cp\u003EIt took Charles several years &ndash; well after this incident in her youth &ndash; to learn about the orienntation and find her place on the ace\u002Faro spectrum. Without resources about asexuality, Charles says she was &ldquo;in denial&rdquo; 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 &ldquo;wrong&rdquo; 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.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003ESimilarly, in the US, Marisa Manuel, 28, struggled to name her orientation. She first heard the term &ldquo;asexual&rdquo; when she was in high school, but says she was &ldquo;misinformed&rdquo; about its meaning. &ldquo;Someone told me it meant people who wanted to be alone,&rdquo; she recalls. &ldquo;I like being around people.&rdquo;\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 &ndash; she&rsquo;s gone on to write articles about identifying as ace as well as review books by ace authors.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EFortunately, younger generations may now be set up to find out about asexuality sooner &ndash; 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&lsquo;Representation is a resource&rsquo;\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. &ldquo;Representation \u003Cem\u003Eis\u003C\u002Fem\u003E a resource,&rdquo; says Manuel. And although some resources have increased, representation &ndash; especially in mainstream media &ndash; isn&rsquo;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&rsquo;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&rsquo;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&rsquo;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&rsquo;s a part of only has about 50 members. &ldquo;Not so many people know about terms like &lsquo;asexual&rsquo;,&rdquo; he says, perhaps in part because of the country&rsquo;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&rsquo;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&lsquo;We didn&rsquo;t give up&rsquo;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAlong with ace communities&rsquo; historical struggles to gain wider visibility, they&rsquo;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 &lsquo;LGBTQIA&rsquo;, in which &lsquo;A&rsquo; stands for &lsquo;asexual&rsquo;.)\u003C\u002Fp\u003E\n\u003Cp\u003ECharles, who&rsquo;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&rsquo;t quite accepted people identifying as ace with open arms. &ldquo;We had even people from the LGBT community pitying us, saying, &lsquo;it sucks to be you&rsquo;,&rdquo; she says. &ldquo;But we didn&rsquo;t give up.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EGroups like Charles&rsquo;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, &ldquo;we were better welcome because there was more information&rdquo;. &ldquo;It wasn&rsquo;t like, look at the weirdos, they&rsquo;re marching again,&rdquo; she says. &ldquo;It was like, look at the asexuals, they&rsquo;re marching again.&rdquo;\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 Dor&eacute;, who joined the organisation in 2009 in the UK, says AVEN came into existence with two main objectives: &ldquo;building community and&hellip; legitimising asexuality as a sexual orientation&rdquo;. Its growing membership currently numbers 135,539, according to Dor&eacute;.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"marisa manuel","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ENow, opportunities to educate and raise visibility have stretched even further. AVEN, which recently celebrated its 20th anniversary, seized on the increase in virtual communications during the pandemic to strengthen its global connections. These international, virtual chats eventually turned to establishing a single day dedicated to celebrating asexuality all over the globe: International Asexuality Day (IAD).\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;We felt this day was needed,&rdquo; says Dor&eacute;, who makes it clear that IAD is not owned by AVEN or any single organisation. &ldquo;It&rsquo;s a genuinely international thing.&rdquo; 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 Dor&eacute;, there&rsquo;s growing awareness of asexuality in countries across Asia &ndash; 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, &ldquo;there were so many more negative reactions&rdquo;, she says, in the piece&rsquo;s comments section. People called her confused, insisting that she was really looking for friends, not dates.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;That made me realise that as far as we&rsquo;ve come with representation and visibility, we&rsquo;re not there yet,&rdquo; she says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation-8"}],"collection":[],"disableAdverts":false,"displayDate":"2021-05-11T15:17:30Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Asexuality: The ascent of the 'invisible' sexual orientation","headlineShort":"The 'invisible' sexual orientation","image":[],"imageAlignment":"centre","imageAltText":"marisa manuel","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Long in the shadows, asexuality is finally becoming increasingly visible. It could help young people find themselves and their identities, and change the way we think about sexuality.","summaryShort":"Long unrecognised, asexuality may finally be finding its way out of the shadows","tag":[],"textToSpeech":false,"creationDateTime":"2021-05-10T21:11:03.190973Z","entity":"article","guid":"a7095608-a13d-488a-b6e2-3d90de106897","id":"worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation","modifiedDateTime":"2022-02-25T07:08:01.608513Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation","cacheLastUpdated":1692600645400},"worklife\u002Farticle\u002F20220831-situationships-why-gen-z-are-embracing-the-grey-area":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20220831-situationships-why-gen-z-are-embracing-the-grey-area","_id":"64a4617da471ef2ea30cc0e0","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fcasey-noenickx"],"bodyIntro":"In relationships, people have often avoided the murky middle ground between being committed to a partner and staying casual. Young daters are opting into it.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cem\u003EAs 2022 comes to a close, we're bringing back our favourite pieces of the year. See the rest of our&nbsp;\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Ftags\u002Fbest-of-worklife-2022\u002F\"\u003EBest of Worklife 2022 collection\u003C\u002Fa\u003E&nbsp;for more great reads.\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003ELong gone are the days when seeing a film or sharing a milkshake was all it took to solidify a couple as definitively \u003Cem\u003Etogether\u003C\u002Fem\u003E. Instead, modern dating has evolved into a delicate &ndash; at times complicated &ndash; series of &lsquo;baby steps&rsquo; for young people.\u003C\u002Fp\u003E\n\u003Cp\u003EResearch has shown that Gen Z&rsquo;s attitudes towards dating and sex have evolved from the generations before them; they take an especially \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220104-are-gen-z-more-pragmatic-about-love-and-sex\"\u003Epragmatic approach to love and sex\u003C\u002Fa\u003E, and subsequently aren&rsquo;t prioritising establishing committed romantic relationships the same way their older peers once did.\u003C\u002Fp\u003E\n\u003Cp\u003EThat doesn&rsquo;t mean, however, that they&rsquo;re not expressing interest in romance and intimacy entirely; rather, they&rsquo;re finding new ways to satisfy those wants and needs that fit better into their lives. This shift has given rise to the idea of the &lsquo;situationship&rsquo; &ndash; a term that describes the grey area between friendship and a relationship.\u003C\u002Fp\u003E\n\u003Cp\u003EA situationship gives name to a hard-to-define stage of dating that experts say has skyrocketed in popularity among Gen Z. &ldquo;Right now, this solves some kind of need for sex, intimacy, companionship &ndash; whatever it is &ndash; but this does not have necessarily a long-term time horizon,&rdquo; says Elizabeth Armstrong, a sociology professor&nbsp;at the University of Michigan, US, whose research centres on sexuality and situationships, specifically. People are increasingly embracing the relationship classification: the term has hit an \u003Ca href=\"https:\u002F\u002Ftrends.google.com\u002Ftrends\u002Fexplore?q=situationship&amp;date=all#TIMESERIES\"\u003Eall-time high in Google search traffic this year\u003C\u002Fa\u003E, after starting to gain notable traction late in 2020. There&rsquo;s a worldwide interest in situationships, across ethnicities, genders and sexual orientations, adds Armstrong.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThe creation &ndash; and continued rise &shy;&ndash; of this term, especially among young daters, reveals a lot about how Gen Zers are re-framing what love and sex means, in a way that looks different than the generations before them.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20220831-situationships-why-gen-z-are-embracing-the-grey-area-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0cxh87k"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220831-situationships-why-gen-z-are-embracing-the-grey-area-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003ENo need to be &lsquo;going somewhere&rsquo;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EA situationship is an informal arrangement typically between two people that has components of both emotional and physical connection, yet operates outside the conventional idea of being in an exclusive, committed relationship. In some cases, situationships are constrained by time and the idea that a casual arrangement is the best fit for the current situation. This could be the case for two final-year university students, for instance, who might not want to progress into a committed partnership, considering new jobs could take them to new cities after graduating.\u003C\u002Fp\u003E\n\u003Cp\u003EArmstrong argues situationships are popular because they challenge the &lsquo;\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220301-does-solo-polyamory-mean-having-it-all\"\u003Erelationship escalator\u003C\u002Fa\u003E&rsquo;: the idea that intimate partnerships are meant to have a linear structure with the goal of hitting conventional relationship milestones, such as co-habitation, engagement and marriage. The concept of the situationship goes against &ldquo;this notion that being with someone where it&rsquo;s not going anywhere is &lsquo;wasting time&rsquo;&rdquo;, she says &ndash; a sentiment she notes Gen Z is increasingly embracing. Rather, people in these arrangements willingly opt into the grey area of an undefined relationship. According to Armstrong, they believe &ldquo;the situationship, for whatever reason, works for right now. And for right now, I'm not going to worry about having a thing that is &lsquo;going somewhere&rsquo;&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003ESome research chimes with this. In interviews with 150 undergraduate students during the 2020 to 2021 academic year, Lisa Wade, associate professor of sociology at Tulane University, US, observed that Gen Z are more reluctant to define the relationship, or even admit to wanting a relationship to progress. She says her research has shown that &ldquo;holding one's cards close to one's chest is not unique to today&rsquo;s young people&rdquo;, but Gen Z are especially unwilling to share their feelings with each other.\u003C\u002Fp\u003E\n\u003Cp\u003EOn social media, TikTokers and Tweeters &ndash; Gen Zers, especially &shy;&ndash; widely share stories of situationships. On TikTok, videos tagged #situationship have been viewed more than 839 million times, and videos under #situationships and #situationship have also racked up millions of views.&nbsp;References also abound in pop culture: the term appears in popular dating shows such as \u003Ca href=\"https:\u002F\u002Fwww.edinburghlive.co.uk\u002Fnews\u002Fcelebs-tv\u002Flove-island-phrases-you-need-20904006\"\u003ELove Island UK\u003C\u002Fa\u003E and in songs, such as \u003Ca href=\"https:\u002F\u002Fwww.youtube.com\u002Fwatch?v=98C1Jm2-peM\"\u003ESituationship\u003C\u002Fa\u003E by millennial Swedish singer Snoh Aalegra.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;We joke, me and my friends, that we're all living the same life,&rdquo; says Amanda Huhman, 26, whenever she and her friends compare notes on situationships. Texas-based Huhman has documented the experience of situationships on TikTok. From her own interactions and the engagement she sees, she believes the arrangement is common. &ldquo;I think it's becoming a really popular part of dating culture, at least for Gen Z and people in the young millennial, Gen Z age.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EHuhman has spent more than a year in what she describes as a situationship. When she posted a TikTok about her experience, it garnered close to 8 million views and tens of thousands of comments &ndash; many of which were people chiming in about their own situationships.\u003C\u002Fp\u003E\n\u003Cp\u003EAs a healthcare consultant, Huhman works remotely, travels often and moves to new cities for a few months at a time. Being in a situationship, she says, means she has more freedom and autonomy. &ldquo;Our dating culture today is very chaotic and confusing,&rdquo; believes Huhman. &ldquo;[Gen Zers] just live this&hellip; busy lifestyle, and I think we've kind of adapted dating to match that.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220831-situationships-why-gen-z-are-embracing-the-grey-area-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0cxh7zf"],"imageAlignment":"centre","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20220831-situationships-why-gen-z-are-embracing-the-grey-area-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EPrioritising personal trajectory\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAs Gen Z enters the dating world, finding love has a set of modern challenges. For instance, the pandemic has entirely changed the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220421-why-singles-are-pre-screening-their-dates\"\u003Eway many people meet partners\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220209-dry-dating-the-rise-of-sober-love-and-sex\"\u003Edate\u003C\u002Fa\u003E, and a large-scale move towards \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220624-can-online-dating-burnout-be-stopped\"\u003Eonline dating often takes its toll\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EAdditionally, many young people simply aren&rsquo;t putting the emphasis on dating intentionally that they were in the past; facing the climate crisis, an unstable economy with surging inflation and political and social upheaval, young people are more \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220803-gen-z-how-young-people-are-changing-activism\"\u003Einvolved in advocacy\u003C\u002Fa\u003E and in search of \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220613-gen-z-the-workers-who-want-it-all\"\u003Epersonal, professional and financial stability\u003C\u002Fa\u003E first. &ldquo;Young people would say that relationships are distracting them from their educational and career goals, and that it's best to not get too attached, because you might sacrifice your own trajectory in life for someone else,&rdquo; says Wade.\u003C\u002Fp\u003E\n\u003Cp\u003EAs a result, situationships can be the best option for Gen Zers looking to \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220224-why-sexual-identities-shifted-during-the-pandemic\"\u003Eexplore their romantic and sexual identities\u003C\u002Fa\u003E without letting other commitments take a backseat. The phenomenon &ldquo;diversifies the sense of options that people have&rdquo;, says Armstrong, and it&rsquo;s become increasingly normal to opt into this grey area instead of avoiding it.\u003C\u002Fp\u003E\n\u003Cp\u003EBut, of course, this murky-by-definition arrangement doesn&rsquo;t come without precarity &ndash; and even risk. In theory, situationships can function as a container for &ldquo;radical honesty&rdquo;, says Wade, when two people are open about what they really want and agree on the terms of a transparent situationship. But in practice, it can be difficult for two people&rsquo;s priorities to align, and situationships can end poorly when each party is not on the same page about what they want out of the situation. Most commonly, she says this happens when one person is ready to progress to a committed relationship, but a fear of change might keep both people from ever discussing this.\u003C\u002Fp\u003E\n\u003Cp\u003ERegardless, in today&rsquo;s dating world, the rising interest in situationships indicates a shift in how young people may re-frame love and sex going forward &ndash; newly embracing what they feel is a satisfying middle ground that many daters in prior generations avoided.\u003C\u002Fp\u003E\n\u003Cp\u003EAs for Huhman, she&rsquo;s perfectly content living in the in-between. &ldquo;It's my choice, it's a decision I'm making and I&rsquo;m happy. It's working for me,&rdquo; she says. &ldquo;As long as people are comfortable and it feels right to them, then don't worry about what the expectations are.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220831-situationships-why-gen-z-are-embracing-the-grey-area-4"}],"collection":["worklife\u002Fpremium-collection\u002Flovelife"],"disableAdverts":false,"displayDate":"2022-09-02T14:39:50Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"‘Situationships’: Why Gen Z are embracing the grey area","headlineShort":"The dating 'grey area' Gen Z embrace","image":["p0cxh87r"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2022-02-27T22:52:24.455144Z","Project":"wwverticals","Slug":"option\u002Fpublish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"64a461aca471ef30b9021812"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20220104-are-gen-z-more-pragmatic-about-love-and-sex","worklife\u002Farticle\u002F20220725-the-rising-curiosity-behind-open-relationships","worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation"],"relatedTag":null,"summaryLong":"In relationships, people have often avoided the murky middle ground between being committed to a partner and staying casual. Young daters are instead opting into it.","summaryShort":"Are we together? Are we not? Why young daters are embracing 'situationships'","tag":["tag\u002Fhow-we-live","tag\u002Fbest-of-worklife-2022"],"textToSpeech":false,"creationDateTime":"2022-09-01T20:05:27.832308Z","entity":"article","guid":"421bec8e-beff-459b-938a-14292ae4f71d","id":"worklife\u002Farticle\u002F20220831-situationships-why-gen-z-are-embracing-the-grey-area","modifiedDateTime":"2022-12-13T17:53:02.894308Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20220831-situationships-why-gen-z-are-embracing-the-grey-area","cacheLastUpdated":1692600645399},"worklife\u002Farticle\u002F20201229-why-virtual-team-building-activities-feel-agonizing":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20201229-why-virtual-team-building-activities-feel-agonizing","_id":"64a46179a471ef0d5a4e13b5","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"The words ‘team building’ may stoke fear in our hearts at the best of times, but during a pandemic, they often mean several extra hours on Zoom – something we could all live without.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EA group of colleagues is standing in two rows, arms outstretched, waiting to catch their co-worker. They&rsquo;re playing a trust game, and the man in question is currently dithering at the edge of a raised wooden platform. &ldquo;I&rsquo;ll go first,&rdquo; he says, rather more confidently than he seems. Nothing happens. &ldquo;Can I ask you&hellip; Are you going to catch me?&rdquo; he half-jokes, half pleads. \u003Cem\u003EOh yeah\u003C\u002Fem\u003E, they murmur together.\u003C\u002Fp\u003E\n\u003Cp\u003EFinally, he throws caution to the wind. His rigid body plunges onto their arms. As he falls, it&rsquo;s already clear that this is not going to plan. There&rsquo;s an unnerving amount of shouting. Their tight-knit structure is beginning to break up. One woman, positioned at the front, leaps away, apparently realising she doesn&rsquo;t want to be the sole person to break his fall. He \u003Ca href=\"https:\u002F\u002Fwww.youtube.com\u002Fwatch?v=tAmlqAxCC-0\"\u003Ehits the ground, headfirst\u003C\u002Fa\u003E. Great teamwork, folks!\u003C\u002Fp\u003E\n\u003Cp\u003EThis is something of a 'team-building' worst-case scenario, of course. But, nevertheless, these two words stoke fear and loathing in the hearts of many &ndash; the wholesome outdoor activities, the games that require you to physically touch your colleagues, the cruel flashbacks to the most embarrassing aspects of childhood, from school sports days to rounds of &ldquo;two truths and a lie&rdquo; that inevitably end up \u003Ca href=\"https:\u002F\u002Fmoney.howstuffworks.com\u002Fbusiness-communications\u002Fworst-ice-breaker.htm#pt8\"\u003Eoffending someone\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EArguably the most heinous team-building events involve 90s clich&eacute;s such as trust falls, \u003Ca href=\"https:\u002F\u002Frecruitingblogs.com\u002Fprofiles\u002Fblogs\u002Fwhat-no-one-tells-you-about-psychometric-testing\"\u003Epseudoscientific personality tests\u003C\u002Fa\u003E and brain teasers. One example is the famous chicken-and-fox puzzle, which actually \u003Ca href=\"http:\u002F\u002Fjnsilva.ludicum.org\u002FHMR13_14\u002FAlcuinStA.pdf\"\u003Edates back to medieval times\u003C\u002Fa\u003E and was immortalised by the \u003Ca href=\"https:\u002F\u002Fwww.imdb.com\u002Ftitle\u002Ftt0664508\u002F\"\u003EBritish TV series The Office\u003C\u002Fa\u003E: a farmer needs to get a fox, a chicken and a sack of grain from one side of a river to the other, but his boat can only carry one at a time. How can he achieve this, without ending up with a feathery bloodbath or an empty sack? Answers on a postcard, please.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20201229-why-virtual-team-building-activities-feel-agonizing-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20201229-why-virtual-team-building-activities-feel-agonizing-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBut modern equivalents can be just as unappealing. There are the bizarre: luges have become popular team-building events, and one man reportedly attended a \u003Ca href=\"https:\u002F\u002Ftwitter.com\u002FJMRittenberry\u002Fstatus\u002F880242157185097728?s=20\"\u003Eforklift truck derby\u003C\u002Fa\u003E for his. Next are the awkward: some Russian &lsquo;banyas&rsquo; &ndash; nude bathhouses &ndash; are advertising themselves as suitable for groups of colleagues. And some are downright perilous: \u003Ca href=\"https:\u002F\u002Fwww.coburgbanks.co.uk\u002Fblog\u002Ffriday-funnies\u002F8-unusual-team-building-exercises\u002F\"\u003Eblindfolded driving\u003C\u002Fa\u003E, anyone? If you&rsquo;re really unlucky, team building can provide a rare opportunity for your most extroverted co-workers to showcase their \u003Ca href=\"https:\u002F\u002Fwww.prnewswire.com\u002Fnews-releases\u002Fsurvey-reveals-25-unusual-team-building-activities-300087984.html\"\u003Eimprov skills\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003ECould anything be less fun? Yes, as it turns out.\u003C\u002Fp\u003E\n\u003Cp\u003EAmid the pandemic, companies are increasingly in need of ways to keep their teams \u003Ca href=\"https:\u002F\u002Fwww.forbes.com\u002Fsites\u002Fnicolebendaly\u002F2020\u002F03\u002F20\u002Fyour-team-is-now-working-remotely5-ways-to-strengthen-communication-and-team-cohesion-in-the-covid-19-world\u002F?sh=f9c43a25b70d\"\u003Efocused and maintain a sense of cohesion;&nbsp;\u003C\u002Fa\u003E as of March, many will have spent almost a whole year working remotely. So as everything else has moved online, including \u003Ca href=\"https:\u002F\u002Fwww.travelandleisure.com\u002Ftrip-ideas\u002Fnature-travel\u002Fvirtual-walking-trails-around-the-world\"\u003Ehiking trips\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.youtube.com\u002Fwatch?v=qQBsMRMZOEo\"\u003Ehaircuts\u003C\u002Fa\u003E, team building has followed suit. But this has brought its own problems.\u003C\u002Fp\u003E\n\u003Cp\u003EWhereas at least before the activities involved might have included a day &lsquo;off&rsquo; work or a weekend away, now they entail yet more time at your desk, glued to your computer screen. As millions battle \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200421-why-zoom-video-chats-are-so-exhausting\"\u003EZoom fatigue\u003C\u002Fa\u003E and &ndash; oddly &ndash; even \u003Ca href=\"https:\u002F\u002Fwww.economist.com\u002Fgraphic-detail\u002F2020\u002F11\u002F24\u002Fpeople-are-working-longer-hours-during-the-pandemic\"\u003Elonger working hours\u003C\u002Fa\u003E than before, virtual team building is arguably even more agonising than the real thing. It&rsquo;s also inherently flawed.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EPhysical experiences are more bonding\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EKieron Bowen, sales director at Eventurous, a team-building and corporate-events company based in the UK, says the pandemic has had a radical impact on the activities they can provide. Ordinarily, the business relies on providing experiences such as GPS treasure hunts, crystal-maze challenges and soap-box derbies (a kind of gravity-powered car race popular in the US).\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201229-why-virtual-team-building-activities-feel-agonizing-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Whereas at least before the activities involved might have included a day ‘off’ work or a weekend away, now they entail yet more time at your desk, glued to your computer","id":"worklife\u002Farticle\u002F20201229-why-virtual-team-building-activities-feel-agonizing-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E&ldquo;They&rsquo;re challenges that the teams take on together in a physical sense,&rdquo; he says. Some of their activities are more obviously aimed at bonding colleagues together, like classic psychometric testing, but others use more organic, less structured methods, such as encouraging teams to work together in a competitive environment against the clock.\u003C\u002Fp\u003E\n\u003Cp\u003ESince Covid-19, the company has been forced to focus more on events that can be done via video calls, like virtual escape rooms. During these live-hosted events, companies start with a background story &ndash; &ldquo;so that there&rsquo;s a bit of emotion and a bit of theatre&rdquo;, says Bowen &ndash; and then task contestants with a series of puzzles that need to be solved within a set time frame.\u003C\u002Fp\u003E\n\u003Cp\u003EBut it&rsquo;s much harder to achieve the same level of bonding when you&rsquo;re not physically together; in the virtual world, there&rsquo;s less scope for the unexpected or unpleasant to happen &ndash; things that you can recall later and giggle about. And this means it&rsquo;s unlikely to be as good at forging a sense of solidarity.\u003C\u002Fp\u003E\n\u003Cp\u003EIn a \u003Ca href=\"https:\u002F\u002Fwww.frontiersin.org\u002Farticles\u002F10.3389\u002Ffpsyg.2018.02309\u002Ffull\"\u003E2018 study\u003C\u002Fa\u003E, groups who consumed raw chillies or did upright wall squats &ndash; painful experiences &ndash; had more supportive interactions among team-members and heightened collective creativity, versus those who were just asked to eat hard-boiled sweets or balance on one leg. So, as infantilising as organised fun seems, it can provide the opportunity for teams to experience mutual hardships that could strengthen connections, such as struggling through bad weather together, or even experiencing team-building #fails like dropping a colleague on their head (though not recommended).\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201229-why-virtual-team-building-activities-feel-agonizing-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20201229-why-virtual-team-building-activities-feel-agonizing-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EWhen &lsquo;fun&rsquo; feels like work\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EEffective team building is thought to require two things. The first is a change of scenery, which makes the activity seem more like a break and less like a continuation of your normal day. The second is a demonstration that your employer genuinely cares about your wellbeing &ndash; and perhaps the feeling that this is the purpose of the task. These principals were discovered by the researcher who is often credited with \u003Ca href=\"https:\u002F\u002Fwww.teambuilding.co.za\u002Fthe-hawthorne-effect\u002F\"\u003Einventing the very concept\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EElton Mayo was an Australian psychologist based in Illinois, who conducted his research at the Western Electric Company in the 1920s and 30s. He suspected \u003Ca href=\"https:\u002F\u002Fbooks.google.co.uk\u002Fbooks?hl=en&amp;lr=&amp;id=lOTrBQAAQBAJ&amp;oi=fnd&amp;pg=PA134&amp;dq=elton+mayo+western+electric&amp;ots=wSFJljWIK0&amp;sig=lfKjlbXA4tSsgCB-65kP8QfJiik&amp;redir_esc=y#v=onepage&amp;q=elton%20mayo%20western%20electric&amp;f=false\"\u003Efatigue and monotony\u003C\u002Fa\u003E was affecting the efficiency of the workers, and wondered what could be changed to relieve it. To find out, he set up an experimental room at the factory, and spent years siphoning employees off in small groups to investigate the impact of different conditions, from lighting to breaks.\u003C\u002Fp\u003E\n\u003Cp\u003EWhen Mayo analysed his results, he found something surprising: no matter what he did, the productivity of the workers improved. Crucially, Mayo realised that the participants were responding to the fact that he was changing their environment full stop &ndash; what those alterations were was relatively unimportant.\u003C\u002Fp\u003E\n\u003Cp\u003EInstead, the benefits that he was seeing were down to the fact that they were revelling in being studied, which made them feel special, like their employer was making these adjustments for their own benefit &ndash; though in reality, they were aimed at maximising productivity. And most importantly, the experiments provided colleagues with a shared identity and opportunity to interact\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201229-why-virtual-team-building-activities-feel-agonizing-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"It’s nearly impossible to provide specialised attention on a group video call to make people feel like they matter","id":"worklife\u002Farticle\u002F20201229-why-virtual-team-building-activities-feel-agonizing-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBut virtual team-building fails spectacularly at both of Mayo&rsquo;s central tenets. First, it&rsquo;s nearly impossible to provide specialised attention on a group video call, to make people feel like they matter. And if you&rsquo;re attending a team-building video chat from the same place as your regular meetings, it&rsquo;s hardly going to feel like a change of environment.\u003C\u002Fp\u003E\n\u003Cp\u003EBowen agrees that it&rsquo;s important that team-building activities don&rsquo;t feel like work &ndash; and even he concedes that &ldquo;it&rsquo;s very difficult to replicate that in a virtual medium&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe whole concept is controversial \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAnother school of thought is that virtual team building isn&rsquo;t the issue &ndash; it&rsquo;s the entire concept of these activities that&rsquo;s fatally flawed.\u003C\u002Fp\u003E\n\u003Cp\u003ESome experts are sceptical about the efficacy of any kind of &lsquo;fun&rsquo; team building that&rsquo;s not strictly relevant to a team&rsquo;s set of job descriptions. Bill Critchley, an organisational psychologist based in London, says the evidence shows that &lsquo;simulated development&rsquo;, such as outdoor trust falls, doesn&rsquo;t actually transfer from that forest back to your meeting room.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201229-why-virtual-team-building-activities-feel-agonizing-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20201229-why-virtual-team-building-activities-feel-agonizing-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESo, attending a forklift truck derby with your colleagues or watching your teammates mix cocktails in front of their cameras might help you to forge new connections in the moment &ndash; but unless you happen to work on an industrial site or at a bar, these experiences won&rsquo;t necessarily help you later. Critchley explains that team bonding is inherently tied to the context it occurs in. When you arrive back at your desk the next day, the inherently political and complex nature of the workplace means people &ldquo;revert to their normal way of behaving&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003ECritchley gives the example of a &ldquo;major retailer&rdquo; he once worked with. &ldquo;They had a number of away days and they really improved dramatically,&rdquo; he says, citing their ability to work together, communicate and address big issues. &ldquo;I thought we'd done the job. I then went and then attended one of their normal everyday meetings...&rdquo; In their usual context, they had returned to the dynamic they had before. &ldquo;They all kind of raised their eyebrows and said, &lsquo;yes, we know, Bill, we're doing it again.&rsquo;&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EIn place of doing activities, Critchley usually works by taking to each member of a team to find out what their issues are and where they came from. Then, he&rsquo;ll meet them for a day to observe their realities first hand, and develop ways for them to do things differently. Finally, he follows up to make sure everyone is sticking to their promises.\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, the delicate choreography involved in even this brand of team building is &ndash; like every other kind &ndash; harder to achieve in a virtual environment. &ldquo;It&rsquo;s to be avoided,&rdquo; says Critchley, speaking of all such online activity. &ldquo;Because human beings resonate with each other physically in the room, that&rsquo;s how empathy works &ndash; at least they can feel how they're going to impact on each other. That important dimension is missing, virtually.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA break from trust falls\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ESo, is all online team building pointless?\u003C\u002Fp\u003E\n\u003Cp\u003EBowen argues these activities have their place, as long as businesses feel like they&rsquo;re fulfilling their goals, and they can find a way to make them genuinely enjoyable. &ldquo;We know virtual events aren&rsquo;t quite the same as in-person events, and so do clients,&rdquo; says Bowen. &ldquo;I think when the circumstances and restrictions allow, the majority of clients will revert to in-person away days and events.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201229-why-virtual-team-building-activities-feel-agonizing-10"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Not many people will tell you this, but the unpalatable truth is that not many team development exercises actually work – Bill Critchley","id":"worklife\u002Farticle\u002F20201229-why-virtual-team-building-activities-feel-agonizing-11"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn the meantime, the challenge is to simulate the tactile, physical experience of a team-building day trip, from the comfort of a home office. &ldquo;We organise virtual cocktail-making masterclasses and cookery classes,&rdquo; says Bowen, &ldquo;we send out a load of equipment and consumables in a box to the delegates pre-event, and then we set up a studio and stream an experience with a baker or chocolatier or mixologist.&rdquo; This may be the reason why those Zoom birthday parties and lectures spent sitting in the same desk chair you do all day fall short. &nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EMeanwhile, Critchley is not quite so confident. &ldquo;Not many people will tell you this, but the unpalatable truth is that not many team development exercises actually work,&rdquo; says Critchley. &ldquo;A lot of facilitators love developing really complicated exercises, and everyone quite enjoys them because they feel they're doing something, but I'm afraid they don't work.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003ENo matter which side you&rsquo;re on, there be may be one upside we can all agree on: no one is going to be expected to trust fall into their colleagues any time soon.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201229-why-virtual-team-building-activities-feel-agonizing-12"}],"collection":[],"disableAdverts":false,"displayDate":"2021-01-11T14:26:51Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why virtual team-building activities feel agonising","headlineShort":"Why you hate virtual happy hours","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"The words ‘team building’ may stoke fear in our hearts at the best of times, but during a pandemic, they often mean several extra hours on Zoom – something we could all live without.","summaryShort":"The reasons why online team-building activities feel excruciating","tag":[],"textToSpeech":false,"creationDateTime":"2021-01-10T23:04:01.585979Z","entity":"article","guid":"a2bc43cf-9d84-44dd-8427-b720c257448d","id":"worklife\u002Farticle\u002F20201229-why-virtual-team-building-activities-feel-agonizing","modifiedDateTime":"2022-02-25T07:01:09.92295Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20201229-why-virtual-team-building-activities-feel-agonizing","cacheLastUpdated":1692600645400},"worklife\u002Farticle\u002F20220215-the-taboo-of-selling-out-for-a-better-paying-job":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20220215-the-taboo-of-selling-out-for-a-better-paying-job","_id":"64a4617ba471ef0d2f42fa94","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"These days, swapping a passion role for a less-interesting job with better pay and benefits could well make sense. Is it time to end the stigma of 'selling your soul'?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EMolly, a US tech worker in her 30s, used to work at a company whose mission she was deeply invested in. &ldquo;It was part of my identity,&rdquo; she says. But when the pandemic hit, bringing rolling redundancies, uncertainty, long hours and burnout, Molly decided it was time to change jobs.\u003C\u002Fp\u003E\n\u003Cp\u003EThe move came with trade-offs; while her new role paid better and offered more remote work, Molly didn&rsquo;t click with the company&rsquo;s mission, and she wasn&rsquo;t particularly interested in the sector. Though she initiated the move, she felt conflicted. &ldquo;I felt like I was selling out,&rdquo; says Molly, whose full name is being withheld for job-security concerns. Even though she was burnt out, it &ldquo;felt like I was very at war with my inner values&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003EIn an age in which workers have been conditioned to follow their passions and find roles that are meaningful, the idea of pivoting from a fulfilling job to a boring one with better conditions is, to some, practically taboo. This dilemma can be particularly acute for younger workers; studies show that \u003Ca href=\"https:\u002F\u002Fwww2.deloitte.com\u002Fcontent\u002Fdam\u002FDeloitte\u002Fglobal\u002FDocuments\u002F2021-deloitte-global-millennial-survey-report.pdf\"\u003Enearly half of millennial and Gen Z workers want a role at a company that aligns with their personal ethics\u003C\u002Fa\u003E; 15% reported they made values-based career decisions during the pandemic.\u003C\u002Fp\u003E\n\u003Cp\u003EIt&rsquo;s clear, however, that the global pandemic has left employees \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20211214-great-resignation-into-great-reshuffle\"\u003Equestioning every aspect of work\u003C\u002Fa\u003E &ndash; from \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220127-location-based-salary\"\u003Epay levels\u003C\u002Fa\u003E to \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220103-will-workers-continue-to-pay-a-price-for-flexibility\"\u003Eflexibility\u003C\u002Fa\u003E to those all-important \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210622-why-its-so-hard-to-put-boundaries-on-our-time\"\u003Ework-life boundaries\u003C\u002Fa\u003E. Many people want to change how they work, to find better ways of accommodating professional duties and personal lives. After so much uncertainty over the last two years, some workers are also more conscious of how precarious financial stability can be.\u003C\u002Fp\u003E\n\u003Cp\u003EFor some, swapping a lower-paid, potentially long-hours passion role for a less-interesting job with better pay and benefits could well make sense. And, with \u003Ca href=\"https:\u002F\u002Fwww.ft.com\u002Fcontent\u002F865ffa54-5ed1-4a0e-ae33-8e3bbdf1b212\"\u003Esalaries rising across sectors\u003C\u002Fa\u003E, companies \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Fhello-hybrid\"\u003Eoffering new work models\u003C\u002Fa\u003E and awareness of work-related mental health issues \u003Ca href=\"https:\u002F\u002Fbigthink.com\u002Fneuropsych\u002Fmental-health-google-searches-2021\u002F\"\u003Eat an all-time high\u003C\u002Fa\u003E, now might just be a good time for people to seek out a role that sets them up for the life they want to lead. Perhaps calling this kind of transition &lsquo;selling out&rsquo; isn&rsquo;t quite right anymore.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E&lsquo;Going to the dark side&rsquo;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EMultiple factors triggered Molly&rsquo;s decision to switch roles, including wanting more stability amid a wave of pandemic redundancies, a desire to protect her mental wellbeing and better pay. A crucial factor was her wish to continue working remotely; her previous employer was pushing staff to come to the office as much as possible.\u003C\u002Fp\u003E\n\u003Cp\u003EYet, despite her valid reasons for leaving, Molly says her colleagues judged her when she disclosed her new role; there was a sense she was &ldquo;going to the dark side&rdquo;, she says. &ldquo;There&rsquo;s some expectation of what is a &lsquo;good switch&rsquo;; [for example], if you&rsquo;re going to a very mission-driven company or starting your own business. It kind of bummed me out that I wasn&rsquo;t able to be like, &lsquo;I&rsquo;m going here&rsquo;, and have people be like, &lsquo;Oh, I&rsquo;m so proud of you, that&rsquo;s amazing&rsquo;.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20220215-the-taboo-of-selling-out-for-a-better-paying-job-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"There’s no need for judgmental views ever, and surely not when one is taking care of their needs and commitments, financial and any other – Anat Lechner","id":"worklife\u002Farticle\u002F20220215-the-taboo-of-selling-out-for-a-better-paying-job-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAt issue is the fact that many workers, \u003Ca href=\"https:\u002F\u002Fwww.buzzfeednews.com\u002Farticle\u002Fannehelenpetersen\u002Fmillennials-burnout-generation-debt-work\"\u003Eespecially millennials\u003C\u002Fa\u003E like Molly, have absorbed the idea they should be in &lsquo;dream jobs&rsquo; that align with their values. Catherine Shea, assistant professor of organisational behaviour and theory at Carnegie Mellon University, US, says this is a long-standing dilemma: do you want &ldquo;a job where you find meaning, or do you find meaning somewhere else and a job funds that?&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EWork people are passionate about, she points out, often comes with a penalty; a 2019 study showed that many \u003Ca href=\"https:\u002F\u002Fpsycnet.apa.org\u002Frecord\u002F2019-21488-001\"\u003Eorganisations exploit workers&rsquo; passion to pay them less or allocate them menial tasks\u003C\u002Fa\u003E. So-called dream jobs can also feed into toxic &lsquo;hustle culture&rsquo; that \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2019\u002F01\u002F26\u002Fbusiness\u002Fagainst-hustle-culture-rise-and-grind-tgim.html\"\u003Econvinces workers\u003C\u002Fa\u003E they need to work all hours to prove their passion and commitment to others as well as themselves.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220215-the-taboo-of-selling-out-for-a-better-paying-job-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220215-the-taboo-of-selling-out-for-a-better-paying-job-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EYet, it&rsquo;s still seen as a badge of honour to choose a passion-based job &ndash; it&rsquo;s a sign that a worker has stayed true to their values despite obstacles; opting for a less interesting, potentially higher-paid role means they sold their soul to take the easy way out.\u003C\u002Fp\u003E\n\u003Cp\u003EBut Shea suggests that the pandemic may have caused some &lsquo;passion workers&rsquo; to feel disenchanted with their roles. Workers, she suggests, may see &ldquo;the limits of the feel-good emotions that their organisations can give them, particularly when working remotely. A passion job may have been fun in an interactive&nbsp;office setting, which could have compensated for the lower pay. Now that everything is on Zoom, why not get paid more?&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;It&rsquo;s not so much selling your soul, I think,&rdquo; adds Shea. &ldquo;It&rsquo;s now flipping passion on its head and seeing the negative aspects&rdquo; of a job you otherwise care about.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E&lsquo;It&rsquo;s very easy for me to let go&rsquo;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EExperts say there&rsquo;s no data yet to suggest that more people are &lsquo;selling out&rsquo; in the pandemic. But, says Anat Lechner, clinical associate professor of management and organisations at New York University, any time of great uncertainty makes people say to themselves, &ldquo;&lsquo;I need to maximise the opportunities that I can get, because God knows what tomorrow will look like&rsquo;.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003ERepeated trauma over the last couple of years, add Lechner and Shea, has led workers to seize the opportunity to go for higher salaries and more flexible perks &ndash; jumping for the better deal on the table right now &ndash; since the future is generally uncertain.\u003C\u002Fp\u003E\n\u003Cp\u003EIt's not just insecurity driving workers to assess their employment options, however. During the pandemic, many workers have had an opportunity to take stock of priorities and decide what they want from their jobs, whether work flexibility, more money or an ability to draw firm boundaries between professional and personal lives. While every job has its stressors, taking that step to match a role to your particular priorities can pay off. &ldquo;&rsquo;I&rsquo;m not selling my soul &ndash; I&rsquo;m actually repositioning myself so I can have a better life&rsquo;,&rdquo; says Lechner.\u003C\u002Fp\u003E\n\u003Cp\u003EIn Molly&rsquo;s case, prioritising comfort and wellbeing over passion in her employment has been rather freeing. &ldquo;One of the pros is since you don&rsquo;t care about that industry, you&rsquo;re not going to take it home with you. It&rsquo;s very easy for me to let go, and let things roll off of me,&rdquo; she explains.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd for workers later in their careers, the money and stability that comes with swapping passion for a less inspiring role may be less about &lsquo;going to the dark side&rsquo;, and rather just a case of pragmatism. Workers might have kids, want to buy a house or review their pension and realise, quite simply, that they need to earn more.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;Reality can hit you with a brisk wind,&rdquo; says Lechner. &ldquo;It&rsquo;s one thing to pursue beautiful ideals when one is a relatively agent, and a whole different game to continue with that pursuit when you a have a couple of little ones needing to be fed.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EThese days, the experts suggest, judging a former colleague for &lsquo;selling out&rsquo; is unwarranted. &ldquo;There&rsquo;s no need for judgmental views ever, and surely not when one is taking care of their needs and commitments, financial and any other,&rdquo; says Lechner.\u003C\u002Fp\u003E\n\u003Cp\u003ESince moving jobs, Molly hasn&rsquo;t looked back. &ldquo;The energy [at the new job] is much more positive &ndash; it&rsquo;s not bleak. I actually am very content. I&rsquo;m not burnt out anymore,&rdquo; she says. In her career, she says, she&rsquo;s always wanted to go for the sexier companies. But now? &ldquo;I&rsquo;ve learned that&rsquo;s not a requirement.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220215-the-taboo-of-selling-out-for-a-better-paying-job-4"}],"collection":null,"disableAdverts":false,"displayDate":"2022-02-16T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The taboo of 'selling out' for a better-paying job","headlineShort":"The workers 'going to the dark side'","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"These days, swapping a passion role for a less-interesting job with better pay and benefits could well make sense. Is it time to end the stigma of 'selling your soul'?","summaryShort":"'Selling your soul' for a better-paying job is taboo – but should it be?","tag":[],"textToSpeech":false,"creationDateTime":"2022-02-15T21:16:24.961428Z","entity":"article","guid":"8e016f61-c1a1-468f-93df-2daa4a27fa02","id":"worklife\u002Farticle\u002F20220215-the-taboo-of-selling-out-for-a-better-paying-job","modifiedDateTime":"2022-02-25T07:22:34.206305Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20220215-the-taboo-of-selling-out-for-a-better-paying-job","cacheLastUpdated":1692600645401},"worklife\u002Farticle\u002F20220210-can-newfound-worker-power-change-the-workplace-for-good":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20220210-can-newfound-worker-power-change-the-workplace-for-good","_id":"64a4617da471ef30e37aee90","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Employees have more agency due to the labour shortage. But is it actually making a long-term difference?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe Great Resignation has left employers squeezed.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EIn 2021, \u003Ca href=\"https:\u002F\u002Fedition.cnn.com\u002F2022\u002F02\u002F01\u002Feconomy\u002Fus-job-openings-quite-december\u002Findex.html\"\u003EUS employees left the workforce in record numbers\u003C\u002Fa\u003E, leaving \u003Ca href=\"https:\u002F\u002Fwww.reuters.com\u002Fbusiness\u002Fus-job-openings-jump-11-million-october-2021-12-08\u002F\"\u003Emillions of positions unfilled\u003C\u002Fa\u003E. Similar patterns have played out in the UK; in January, the Office for National Statistics announced a record-high of more than \u003Ca href=\"https:\u002F\u002Fwww.ons.gov.uk\u002Femploymentandlabourmarket\u002Fpeopleinwork\u002Femploymentandemployeetypes\u002Fbulletins\u002Fjobsandvacanciesintheuk\u002Fjanuary2022\"\u003E1.2 million job vacancies\u003C\u002Fa\u003E. For months, employers have struggled to fill open roles and keep existing workers from moving on.\u003C\u002Fp\u003E\n\u003Cp\u003EThese figures imply that employers are on the back foot, compared to workers, who are in a new position to bargain with current and prospective bosses. And indeed, amid\u003Ca href=\"https:\u002F\u002Fedition.cnn.com\u002F2021\u002F09\u002F08\u002Feconomy\u002Fus-job-openings-july\u002Findex.html\"\u003E an incredibly tight labour market\u003C\u002Fa\u003E, many employees can afford to \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20211214-great-resignation-into-great-reshuffle\"\u003Echerry-pick roles\u003C\u002Fa\u003E that align with their values, command \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20211129-should-you-job-hunt-constantly\"\u003Ehigher salaries\u003C\u002Fa\u003E or tailor \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210924-are-office-perks-obsolete\"\u003Ework perks\u003C\u002Fa\u003E for a new hybrid set-up.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd beyond finding themselves with the upper hand in a hot job market, many workers are also becoming more active in labour issues; in the US particularly, a wave of strikes and increased union activity has swept across both knowledge- and service-work jobs. &ldquo;People are increasingly unwilling to accept substandard working conditions of all kinds,&rdquo; says Benjamin Sachs, professor of labour and industry at Harvard Law School. &ldquo;That includes poor pay, a lack of resources or not feeling respected on the job.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EThe worker shortage has seemingly emboldened employees. But where is this newfound power truly making a difference? And does it mark a permanent shift in the dynamic between employers and their staff, or is it merely a fleeting labour market trend?\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhere power is bringing change\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWorkers are harnessing power to spur change in a few distinct arenas &ndash; most are connected to better working conditions, from pay to benefits to workplace health and safety.\u003C\u002Fp\u003E\n\u003Cp\u003EFirst, the high demand for workers amid a limited supply is increasing salaries, particularly among private sector workers. According to data from the US Bureau of Labor Statistics, \u003Ca href=\"https:\u002F\u002Ffred.stlouisfed.org\u002Fseries\u002FCES0500000003\"\u003Ethe average hourly earnings of all employees in the private sector\u003C\u002Fa\u003E rose to a record $31.63 (&pound;23.37) in January &ndash; nearly $2.00 more than a year earlier.&nbsp;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20220210-can-newfound-worker-power-change-the-workplace-for-good-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220210-can-newfound-worker-power-change-the-workplace-for-good-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn service jobs, where pay can be a barrier to keeping workers, major businesses have also been forced to introduce \u003Ca href=\"https:\u002F\u002Feu.usatoday.com\u002Fstory\u002Fmoney\u002Ffood\u002F2021\u002F10\u002F27\u002Fstarbucks-pay-raise-hourly-wage-increase-2022\u002F8567718002\u002F\"\u003Emultiple wage hikes\u003C\u002Fa\u003E; smaller companies are incentivising staff with new benefits, such as \u003Ca href=\"https:\u002F\u002Fnews.bloomberglaw.com\u002Fdaily-labor-report\u002Fdesperate-for-workers-small-companies-pump-up-health-coverage\"\u003Ehealth insurance\u003C\u002Fa\u003E. &ldquo;Those in hospitality and retail seem to have more power than they did previously because of labour shortages,&rdquo; says Abigail Marks, professor of the future of work at Newcastle University Business School, UK.\u003C\u002Fp\u003E\n\u003Cp\u003EKnowledge workers, too, are \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210618-the-workers-pushing-back-on-the-return-to-the-office\"\u003Epushing back\u003C\u002Fa\u003E against company return-to-office policies, staging \u003Ca href=\"https:\u002F\u002Fwww.bloomberg.com\u002Fnews\u002Farticles\u002F2021-04-15\u002Fex-jpmorgan-trader-says-colleagues-staged-walk-out-over-firing\"\u003Ewalkouts\u003C\u002Fa\u003E and demanding \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fnews\u002Fbusiness-58054983\"\u003Ehigher pay\u003C\u002Fa\u003E. &ldquo;We&rsquo;ve seen a widespread uptick in strikes, organising and activism across multiple industries,&rdquo; says Sachs.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EIn October 2021, a burst of employee activism and strikes occurred across America, particularly in the private sector. Dubbed \u003Ca href=\"https:\u002F\u002Fabcnews.go.com\u002FBusiness\u002Fstriketober-workers-seize-power-pandemic-wanes\u002Fstory?id=80640190\"\u003E&lsquo;Striketober\u003C\u002Fa\u003E,&rsquo; swaths of workers walked out on their jobs across multiple industries; many demanded better pay and treatment after working through the pandemic, often in roles that were deemed essential. In the largest instance, \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Fus-news\u002F2021\u002Foct\u002F23\u002Fstriketober-unions-strikes-workers-lasting-change\"\u003E10,000 workers\u003C\u002Fa\u003E at manufacturing firm John Deere went on strike &ndash; the biggest of its kind in the US for two years.\u003C\u002Fp\u003E\n\u003Cp\u003EWorkers are also applying pressure to some of the biggest companies in the world &ndash; and winning. In one example, Amazon previously had a policy that banned employees from break rooms and non-work areas for more than 15 minutes either side of their shift. However, following a \u003Ca href=\"https:\u002F\u002Fwww.cbsnews.com\u002Fnews\u002Famazon-reaches-settlement-that-gives-workers-more-power-to-organize\u002F\"\u003Erecent settlement\u003C\u002Fa\u003E with the American labour regulator, Amazon now has to allow its 750,000 employees in the US to organise within the buildings. &ldquo;I think the current National Labour Relations Board is the most progressive &ndash; and the most activist &ndash; one we&rsquo;ve seen in generations,&rdquo; says Sachs.\u003C\u002Fp\u003E\n\u003Cp\u003EIn the UK, the past year also saw Uber agree to recognise the GMB trade union for its \u003Ca href=\"https:\u002F\u002Fwww.thetimes.co.uk\u002Farticle\u002Funions-need-to-harness-technology-to-help-to-rebuild-their-lost-muscle-xsx83fpk0\"\u003E70,000 private hire drivers\u003C\u002Fa\u003E &ndash; the first time a gig economy ride-hailing app has accepted collective bargaining. &ldquo;To allow recognition of a trade union is very important,&rdquo; explains Marks. &ldquo;If conditions don&rsquo;t improve, then people have at least the opportunity to take action.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220210-can-newfound-worker-power-change-the-workplace-for-good-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Those in hospitality and retail seem to have more power than they did previously because of labour shortages – Abigail Marks","id":"worklife\u002Farticle\u002F20220210-can-newfound-worker-power-change-the-workplace-for-good-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAs hybrid and remote working increases, the workplace is becoming more and more fragmented. Although that can make it harder for informal conversations to take place between employees around pay and working conditions, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220126-the-rise-of-the-anti-work-movement\"\u003Eonline communities are growing in response\u003C\u002Fa\u003E, offering networks for home-based employees to take collective action, digitally. &ldquo;There is growing evidence that there is more informal organising being done online,&rdquo; says Marks. &ldquo;It&rsquo;s the logical way forward, and it helps empower people.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhy employee activism only goes so far\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhile there has been a rise in worker power in the short term, there are still few signs that any changes are likely to stick.For one, the labour movement is hampered by the waning presence of trade unions. Sachs says, &ldquo;The popularity of unions is going up and up &ndash; but actual union density is going down.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EIn 2021, fewer than \u003Ca href=\"https:\u002F\u002Fwww.bls.gov\u002Fnews.release\u002Fpdf\u002Funion2.pdf\"\u003E10% of American workers\u003C\u002Fa\u003E belonged to a union. The disconnect is down to the law, explains Sachs. In 1947, the US government passed the Taft-Hartley Act to restrict the power of unions. Boycotts of businesses that workers had no direct dispute with, such as places where their employer bought or sold products, were made illegal, as were closed shops, where employers could only hire union members.\u003C\u002Fp\u003E\n\u003Cp\u003EUnion membership has been on a downward trajectory in the decades since. &ldquo;Although the law still guarantees workers the right to form and join a union if that&rsquo;s what they want,&rdquo; adds Sachs, &ldquo;it&rsquo;s a right that&rsquo;s been eviscerated over time through judicial opinion and employer practises.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EThat means workers face an uphill battle in trying to institutionalise their power.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;Employees need a collective organisation that channels their demands: a union,&rdquo; says Sachs &ndash; but it is becoming increasingly difficult to push them through. He cites Starbucks workers in the US, who are currently trying to organise shop by shop, only to be met with \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fnews\u002Fbusiness-60312013\"\u003Ecorporate resistance\u003C\u002Fa\u003E. Forming &ndash; and therefore joining &ndash; a union is made all the more challenging, given that employers are reticent in recognising them. Sachs adds that the law also gives management the leeway to fight unionisation.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220210-can-newfound-worker-power-change-the-workplace-for-good-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220210-can-newfound-worker-power-change-the-workplace-for-good-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAnd while wages are on the rise, so too is the cost of living. In many cases, experts say, market conditions, rather than employee power, are dictating that pay needs to increase. &ldquo;Although salaries are going up, it&rsquo;s often not in proportion to rising bills and energy costs,&rdquo; says Marks. &ldquo;Many workers in the UK public sector haven&rsquo;t had pay rises &ndash; their real wages are going down.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ELooking longer term\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIn many cases, the recent surge in worker power is making a short-term difference. But it doesn&rsquo;t paint the full picture of where we might be going in the future.\u003C\u002Fp\u003E\n\u003Cp\u003EMuch of this activity has been reactive by employers, who are scrambling amid the unprecedented hiring crisis. &ldquo;For those in higher demand now, like hospitality workers, they have more power than before,&rdquo; says Marks. &ldquo;But it&rsquo;s because of a short-term labour market issue, rather than from employee power or employer goodwill.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EThe employee activism we&rsquo;re currently seeing could then also shift back once the labour shortage normalises. &ldquo;History shows that if workers don&rsquo;t have an institution, organisation or mechanism to translate their market power into some kind of sustained form of collective voices, then these signs of optimism soon fade,&rdquo; says Sachs.\u003C\u002Fp\u003E\n\u003Cp\u003ESystemic change is still yet to happen.&nbsp;Unless the provision of entitlements like paid holiday, minimum wages and other benefits is enshrined in law, any employee gains made at local or company level can be easily rolled back once market conditions allow companies to do so. &ldquo;Anything an employer gives today can be taken away tomorrow,&rdquo; adds Sachs.\u003C\u002Fp\u003E\n\u003Cp\u003ESo, while we&rsquo;re currently witnessing the pendulum swing towards employees, there are no guarantees that it won&rsquo;t swing back to employers. We don&rsquo;t know, however, when that might be, how long the labour shortage could go on for or even what the pandemic has still in store.\u003C\u002Fp\u003E\n\u003Cp\u003EFor all the progress made by workers, there is currently little certainty about how much will remain for good. Marks says: &ldquo;The employee power that we&rsquo;re currently witnessing is manifesting for a small group of people at a particular point of time &ndash; and we just don&rsquo;t know what will happen.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220210-can-newfound-worker-power-change-the-workplace-for-good-6"}],"collection":null,"disableAdverts":false,"displayDate":"2022-02-15T15:03:53Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Can newfound worker power change the workplace for good?","headlineShort":"The workers who hold the power","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":[],"relatedStories":[],"relatedTag":null,"summaryLong":"Employees have more agency due to the labour shortage. But is it actually making a long-term difference?","summaryShort":"Workers have leverage now, but will it translate to long-term gains?","tag":[],"textToSpeech":false,"creationDateTime":"2022-02-14T23:05:00.662562Z","entity":"article","guid":"ee233884-b863-404f-8814-8326bc0712de","id":"worklife\u002Farticle\u002F20220210-can-newfound-worker-power-change-the-workplace-for-good","modifiedDateTime":"2022-02-28T15:13:53.302003Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20220210-can-newfound-worker-power-change-the-workplace-for-good","cacheLastUpdated":1692600645403},"worklife\u002Farticle\u002F20220517-the-death-of-mandatory-fun-in-the-office":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20220517-the-death-of-mandatory-fun-in-the-office","_id":"64a4617ca471ef30ab2b4c0b","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fkate-morgan"],"bodyIntro":"The pandemic put an end to required birthday cupcakes, team happy hours and forced ‘fun’ activities. Many workers are deeply relieved.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cem\u003EAs 2022 comes to a close, we're bringing back our favourite pieces of the year. See the rest of our&nbsp;\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Ftags\u002Fbest-of-worklife-2022\u002F\"\u003EBest of Worklife 2022 collection\u003C\u002Fa\u003E&nbsp;for more great reads.\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"m1610742441308497767xmsonormal\"\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"m1610742441308497767xmsonormal\"\u003EIt is a truth universally acknowledged that there&rsquo;s nothing better than a pizza party, except maybe an ice cream social. Field trips are super fun, too. And you can&rsquo;t beat a good extra-curricular activity.\u003C\u002Fp\u003E\n\u003Cp class=\"m1610742441308497767xmsonormal\"\u003EThey&rsquo;re the best, that is, if you&rsquo;re in the third grade. If you&rsquo;re an adult being forced to attend a team-building exercise, go to a post-work happy hour or celebrate in a conference room with your colleagues lest you be seen as &lsquo;not a team player&rsquo;, they&rsquo;re mostly the worst.\u003C\u002Fp\u003E\n\u003Cp class=\"m1610742441308497767xmsonormal\"\u003EFor more than two years, a complete shake-up of office culture has effectively banished the forced fun of the pre-pandemic era. Many people have attended some kind of virtual team-building activity or Zoom happy hour, of course. But workers have by and large been spared the mandatory monthly birthday celebrations, afterhours drinks and outings to obstacle courses.&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"m1610742441308497767xmsonormal\"\u003EAnd now, even as some companies call employees back to the office, &lsquo;fun&rsquo; at work isn&rsquo;t what it used to be. In a hybrid environment, it&rsquo;s tough to get everyone together. Plus, a pandemic-driven priority realignment means many people want to be home with their families as quickly as possible after work &ndash; morale-boosting laser tag be damned.\u003C\u002Fp\u003E\n\u003Cp class=\"m1610742441308497767xmsonormal\"\u003EBut while the compulsory office party may have had its last gasp, a new kind of work fun is more important than ever. Events that people actually \u003Cem\u003Ewant \u003C\u002Fem\u003Eto attend are a helpful way to facilitate team bonding, and to give those who&rsquo;d prefer to remain mostly remote a good reason to re-join their colleagues. Smart companies are working to identify the types of &lsquo;fun&rsquo; workers actually like: the things they&rsquo;ll show up for because they want to, not because their arm&rsquo;s twisted.&nbsp;&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"m1610742441308497767xmsonormal\"\u003E\u003Cstrong\u003ENo patience for parties\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"m1610742441308497767xmsonormal\"\u003EFor decades, companies have &ndash; for better or worse &ndash; been working to make their offices fun places to be, says Paul Lopushinsky, founder of Vancouver, British Columbia-based consultancy Playficient.\u003C\u002Fp\u003E\n\u003Cp class=\"m1610742441308497767xmsonormal\"\u003E&ldquo;Over the last 20, 25 years, we&rsquo;ve seen the rise of these perks no one was considering before,&rdquo; says Lopushinsky. Think bean bag chairs, colourful lounges, arcade games and ping-pong tables as well as common areas with beer and cold brew taps. &ldquo;We call it &lsquo;the Kindergarten office&rsquo;, where it looks more like a kindergarten classroom than a workplace. It started with the major tech companies, and that&rsquo;s the culture people started to copy.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20220517-the-death-of-mandatory-fun-in-the-office-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0c7b52y"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220517-the-death-of-mandatory-fun-in-the-office-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"m1610742441308497767xmsonormal\"\u003EBut there&rsquo;s always been something a bit insidious about those perks, adds Lopushinsky. &ldquo;That culture isn&rsquo;t \u003Cem\u003Ereally\u003C\u002Fem\u003E about fun; it&rsquo;s about getting people to stay longer. That&rsquo;s when you get the ping-pong table, the beer on tap. Now you&rsquo;re expected to stay after work for happy hour. It was never mandatory, but if people didn&rsquo;t, it was used against them, like, &lsquo;you&rsquo;re not a team player&rsquo;.&rdquo;\u003C\u002Fp\u003E\n\u003Cp class=\"m1610742441308497767xmsonormal\"\u003EEven in offices without things like \u003Ca href=\"https:\u002F\u002Fwww.cnn.com\u002Fvideos\u002Fworld\u002F2015\u002F02\u002F24\u002Fpkg-soares-office-ball-pit.cnn#:~:text=The%20team%20at%20design%20company,CNN's%20Isa%20Soares%20has%20more.\"\u003Egiant ball pits\u003C\u002Fa\u003E, a culture of forced fun has long persisted. And while some extroverts and expert networkers may genuinely enjoy it, many others have long chafed against it. &ldquo;Nobody wants to be told, &lsquo;it&rsquo;s Hawaiian shirt day!&rsquo;, and then you&rsquo;re a pariah if you don&rsquo;t participate,&rdquo; says Adrian Gostick, an executive-leadership coach and co-author of a number of books on employee engagement.\u003C\u002Fp\u003E\n\u003Cp class=\"m1610742441308497767xmsonormal\"\u003EParticipation out of obligation creates a &ldquo;corporate cult&rdquo;, according to Lopushinsky, &ldquo;where it&rsquo;s almost indoctrination. You end up with fake smiles. &lsquo;Oh yeah, of course, it&rsquo;s great here, I just \u003Cem\u003Elove \u003C\u002Fem\u003Ethese activities.&rsquo; It&rsquo;s a culture of harmony with a lot of disharmony just below the surface.&rdquo;\u003C\u002Fp\u003E\n\u003Cp class=\"m1610742441308497767xmsonormal\"\u003EBy stripping away the trappings around work &ndash; the desk-mates, conference room meetings and working lunches &ndash; the pandemic helped many realise that working effectively doesn&rsquo;t necessarily require bells and whistles. It also brought the question of work-life balance to the fore, prompting workers to demand new levels of flexibility from their employers.&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"m1610742441308497767xmsonormal\"\u003EAnd just as it changed everything else, the pandemic has forced a shift in office fun, too. In short, says Gostick, it&rsquo;s made people a lot less likely to do things they don&rsquo;t want to do.&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"m1610742441308497767xmsonormal\"\u003E&ldquo;I think the pandemic has made us a little angrier, a little more cynical overall, and people just aren&rsquo;t putting up with things they consider annoying as much anymore,&rdquo; he says. Thus, many were \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201229-why-virtual-team-building-activities-feel-agonizing\"\u003Edisillusioned by virtual team-building activities\u003C\u002Fa\u003E organised by managers desperate to keep people engaged.&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"m1610742441308497767xmsonormal\"\u003EBut that doesn&rsquo;t mean that colleagues stopped connecting altogether, says Lopushinsky. They just started doing it in ways they actually found enjoyable. &ldquo;On the flip side, the pandemic also led to the rise of more employee-led initiatives,&rdquo; he says. Team-building events and &lsquo;fun&rsquo; ceased to be top-down. &ldquo;Employees would lead a Zoom yoga class, or a cooking class for their colleagues. It&rsquo;s an interesting shift, away from &lsquo;you have to do this,&rsquo; and toward, &lsquo;what do you guys really want to do?&rsquo;&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220517-the-death-of-mandatory-fun-in-the-office-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"The pandemic has made us a little angrier, a little more cynical overall, and people just aren’t putting up with things they consider annoying as much anymore – Adrian Gostick","id":"worklife\u002Farticle\u002F20220517-the-death-of-mandatory-fun-in-the-office-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"m1610742441308497767xmsonormal\"\u003EGostick saw a similar trend emerge among his clients as the pandemic wore on. One, a major American corporation, started holding weekly &ldquo;wine-and-whine&rdquo; parties on Zoom. &ldquo;It&rsquo;s like four o&rsquo;clock on a Friday. If you want to have a drink you could, or not, whatever. But you come and whine about the week,&rdquo; says Gostick. &ldquo;It&rsquo;s an hour, and everybody complains and talks about their terrible clients and aggravating bosses.&rdquo;\u003C\u002Fp\u003E\n\u003Cp class=\"m1610742441308497767xmsonormal\"\u003ERather than creating a toxic or negative environment, adds Gostick, the wine-and-whine events allow workers to blow off steam, let go of any frustrations from the week, prepare to enjoy the weekend and ultimately feel more refreshed on Monday morning. It&rsquo;s an authentic kind of fun employees have continued to embrace as they return to the office.&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"m1610742441308497767xmsonormal\"\u003E&ldquo;Companies know they need to be looking for ways to bring people together that feels more authentic,&rdquo; he says. &ldquo;It&rsquo;s not about just planning a party. It&rsquo;s about making it meaningful, and making people actually want to be there.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"m1610742441308497767xmsonormal\"\u003E\u003Cstrong\u003EGiving workers a good reason to go back\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"m1610742441308497767xmsonormal\"\u003EToday, after more than two years of remote work, a large number of people no longer want to return to a physical office. In the US, according to a February 2022 Pew Research study, close to \u003Ca href=\"https:\u002F\u002Fwww.pewresearch.org\u002Fsocial-trends\u002F2022\u002F02\u002F16\u002Fcovid-19-pandemic-continues-to-reshape-work-in-america\u002F\"\u003E60% of those who&rsquo;ve been working from home would prefer to continue\u003C\u002Fa\u003E doing so. In the UK, that \u003Ca href=\"https:\u002F\u002Forca.cardiff.ac.uk\u002Fid\u002Feprint\u002F133394\u002F1\u002FThe%20Effect%20of%20the%20Great%20Lockdown%20on%20Homeworking%20in%20the%20United%20Kingdom_0.pdf\"\u003Estatistic\u003C\u002Fa\u003E is even more stark.&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"m1610742441308497767xmsonormal\"\u003EEmployees that are ordered back, says Gostick, are likely to simply quit. So, he says, companies need ways to &ldquo;lure people back&rdquo;.\u003C\u002Fp\u003E\n\u003Cp class=\"m1610742441308497767xmsonormal\"\u003EAnd they are certainly trying. Companies are offering everything from food trucks and free T-shirts to, in the case of Google, a \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2022\u002F04\u002F12\u002Ftechnology\u002Frto-return-office-technology.html\"\u003Eprivate performance by Lizzo\u003C\u002Fa\u003E. But while such celebrations might draw a crowd, that enthusiasm wanes when it&rsquo;s time to go back to their desks.\u003C\u002Fp\u003E\n\u003Cp class=\"m1610742441308497767xmsonormal\"\u003E&ldquo;One of my clients built a big new office during the pandemic, and they finally opened it up a few months ago and had a big party,&rdquo; says Gostick. &ldquo;They had like 90% of people show up. Everybody had a great time, and they were so excited to see each other. But then Monday, maybe 10% of people came in. People are desperate to see each other, but they still prefer to \u003Cem\u003Ework \u003C\u002Fem\u003Eremotely.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220517-the-death-of-mandatory-fun-in-the-office-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0c7b561"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220517-the-death-of-mandatory-fun-in-the-office-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"m1610742441308497767xmsonormal\"\u003EThe flashy parties may work at first, but companies need a longer-term fun strategy, says Gostick; ways to create fun that are meaningful enough for people to want to participate and compelling enough to keep them coming back. &ldquo;It&rsquo;s a shift from, &lsquo;Everyone gather around, it&rsquo;s Stan&rsquo;s birthday and there are cupcakes&rsquo;, to getting together in a meaningful way,&rdquo; says Gostick.&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"m1610742441308497767xmsonormal\"\u003EThat means continuing events &ndash; like a wine-and-whine Friday &ndash; that were popular and useful during the pandemic, and planning others that don&rsquo;t require people to stay after working hours, or invest time and energy they might like to spend somewhere else. It also means understanding that there are some people who simply won&rsquo;t come, and not holding it against them.&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"m1610742441308497767xmsonormal\"\u003EThe other half of that equation, of course, is that it can&rsquo;t be forced. &ldquo;It&rsquo;s got to be no guilt, no obligation,&rdquo; says Gostick. &ldquo;You have to give people the option to opt out.&rdquo;\u003C\u002Fp\u003E\n\u003Cp class=\"m1610742441308497767xmsonormal\"\u003EThat&rsquo;s a benefit to management, too, adds Lopushinsky. If the ultimate goal of office fun is to facilitate team bonding, it&rsquo;ll work a lot better if nobody feels obliged to attend. &ldquo;That kind of get-together has the most positive impact anyway. It&rsquo;s team bonding that would happen naturally, as opposed to forcing it.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"m1610742441308497767xmsonormal\"\u003EPost-pandemic, people are craving a good time and each other&rsquo;s company more than ever, says Gostick, &ldquo;and yet the inane office &lsquo;fun&rsquo; of yesteryear has wholly passed. We realise, maybe more than before, that every minute of our time is precious. If our bosses want it, they&rsquo;ve got to use it wisely.&rdquo; &nbsp;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220517-the-death-of-mandatory-fun-in-the-office-6"}],"collection":null,"disableAdverts":false,"displayDate":"2022-05-19T14:39:49Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The death of 'mandatory fun' in the office","headlineShort":"The end of 'mandatory office fun'","image":["p0c7b57j"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2022-02-27T22:52:24.455144Z","Project":"wwverticals","Slug":"option\u002Fpublish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"64a461aca471ef30b9021812"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20201229-why-virtual-team-building-activities-feel-agonizing","worklife\u002Farticle\u002F20220215-the-taboo-of-selling-out-for-a-better-paying-job","worklife\u002Farticle\u002F20220210-can-newfound-worker-power-change-the-workplace-for-good"],"relatedTag":null,"summaryLong":"The pandemic put an end to required birthday cupcakes, team happy hours and forced ‘fun’ activities. Many workers are deeply relieved.","summaryShort":"Why \"the inane office 'fun' of yesteryear has wholly passed\"","tag":["tag\u002Fhow-we-work","tag\u002Fbest-of-worklife-2022"],"textToSpeech":false,"creationDateTime":"2022-05-18T23:33:57.716816Z","entity":"article","guid":"180f0ae4-3da9-484f-a2f9-4290db8b260e","id":"worklife\u002Farticle\u002F20220517-the-death-of-mandatory-fun-in-the-office","modifiedDateTime":"2022-12-13T17:50:45.622729Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20220517-the-death-of-mandatory-fun-in-the-office","cacheLastUpdated":1692600645400},"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":"64a4617aa471ef0d5c2c2752","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Walking out of a job in anger can seem extreme – but there are often powerful motivations for doing it.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cem\u003EAs we head into 2022, Worklife is running our best, most insightful and most essential stories from 2021. When you&rsquo;re done with this article, check out our \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Fcolumns\u002Fbest-of-worklife-2021\u002F\"\u003Efull list of the year&rsquo;s top stories\u003C\u002Fa\u003E.&nbsp;\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"1qeiagb0cpwnlhdf9xsijm\"\u003EIt was sweltering inside the nightclub where Alexander was DJing, in the US state of Virginia. Though it was more than 40&deg;C outside, the club&rsquo;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.&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"1qeiagb0cpwnlhdf9xsijm\"\u003E&ldquo;I literally had ice packs on my neck in order to not pass out,&rdquo; remembers Alexander, now 35, of the 2016 event. The heat was also damaging his gear, and he&rsquo;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. &ldquo;I&rsquo;m done,&rdquo; he said, then stormed out.&nbsp;\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 &ndash; before an employee drops the mic on their way out the door.&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"1qeiagb0cpwnlhdf9xsijm\"\u003E\u003Cstrong\u003EWhat a &lsquo;rage quit&rsquo; looks like\u003C\u002Fstrong\u003E\u003Cstrong\u003E&nbsp;\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 &lsquo;rage quitting&rsquo; in the 1980s to refer to angrily exiting a frustrating game.&nbsp;\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 &ndash; such as an abundance of job options, another source of income (like unemployment insurance) or an upcoming opportunity (like graduate school) &ndash; 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":[],"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&rsquo;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.&nbsp;\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 &ldquo;is more culturally tolerant (unfortunately) towards abuse at work&rdquo;, due to &ldquo;power distance&nbsp;or the upbringing which has conditioned us to respect people in authoritative positions&rdquo;. In India, according to Pradhan, &ldquo;rage quitting is generally witnessed among highly-skilled jobs and the millennials&rdquo;.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EIn general, says Nita Chhinzer, who researches strategic human-resource management at the University of Guelph in Canada, &ldquo;higher-educated people are more likely to quit, because they think that their skills are highly transferrable and generalisable&rdquo;. 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: &ldquo;It&rsquo;s like musical chairs &ndash; they jump from job to job.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EAnd although young workers are sometimes perceived as flaky, &ldquo;the truth is that before they have a sunk cost, for a sunk investment in the organisation, they&rsquo;re making a decision about what&rsquo;s best for them&rdquo;, adds Chhinzer. It makes sense that they would quit an ill-fitting job more spontaneously.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThis doesn&rsquo;t mean that leaving in the heat of the moment is always logical. Chhinzer says that with &ldquo;rage quitting, they&rsquo;re not really stopping to make those rational decisions about something and just thinking about what are their options&rdquo;. Fed-up employees might overestimate their ability to secure another job.\u003Cstrong\u003E&nbsp;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"1qeiagb0cpwnlhdf9xsijm\"\u003E\u003Cstrong\u003EWhat lies beneath a rage quit\u003C\u002Fstrong\u003E&nbsp;\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.&nbsp;\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&rsquo; 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. &nbsp;\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":[],"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&rsquo;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.&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"1qeiagb0cpwnlhdf9xsijm\"\u003EIt was also clear that employee safety wasn&rsquo;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.&nbsp;\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. &ldquo;My boss just immediately went for the gut. She was just like, &lsquo;You need to be an adult. Why aren&rsquo;t you being an adult about this?&rsquo; She repeated that so many times,&rdquo; says Sarah.&nbsp; &nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"1qeiagb0cpwnlhdf9xsijm\"\u003EShe quit in that phone call, a month before the job would have come to an end. &ldquo;I felt so bad because I really wanted to put two weeks [notice] in &hellip; 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.&rdquo;&nbsp;\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&rsquo;t in dire financial need. &ldquo;I definitely think if it had been my dream job, I would have taken different steps,&rdquo; reflects Sarah. She says that she would have been less likely to quit spontaneously &ldquo;if it was a job that was already valuing me&hellip; if it was a job that was actually like a career&rdquo;.&nbsp;\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: &ldquo;The way you treat me dictates the way I treat you.&rdquo; 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.&nbsp;\u003C\u002Fp\u003E\n\u003Cp class=\"1qeiagb0cpwnlhdf9xsijm\"\u003E\u003Cstrong\u003EThe Covid intensifier\u003C\u002Fstrong\u003E&nbsp;\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 &ldquo;managers and organisations and HR departments are really worried about retaining talent&rdquo;. Yet as Sarah&rsquo;s experience shows, that worry doesn&rsquo;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&amp;IR=T\"\u003Eretail worker\u003C\u002Fa\u003E worried about transmitting the virus to a vulnerable relative &ndash; all have left jobs semi-impetuously during the pandemic.&nbsp;\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&lsquo;death awareness at work&rsquo;\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 &lsquo;death anxiety&rsquo;, the &lsquo;rage&rsquo; component &ldquo;may be more likely to be triggered by the fact that employers fail to provide enough safety measures to protect their employees&rsquo; health&rdquo;, 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 &ndash; death reflection, or &lsquo;calm quitting&rsquo; on realising how short life is.)&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EAs Chihinzer comments, &ldquo;People are exiting not just based on poor treatment at work from managers and co-workers; they&rsquo;re also exiting based on the situation at work,&rdquo; such as a requirement to return to the workplace. &ldquo;Those weren&rsquo;t considerations before.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EAlternatives to rage quitting\u003C\u002Fstrong\u003E\u003Cstrong\u003E&nbsp;\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&nbsp;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"1qeiagb0cpwnlhdf9xsijm\"\u003EIt&rsquo;s also useful to consider why more people don&rsquo;t rage quit. Stories of overworked employees thumbing their noses at poor bosses are satisfying and sometimes inspiring. But of course it&rsquo;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":[],"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. &ldquo;It would have definitely been more difficult to walk away if I didn&rsquo;t have another job already,&rdquo; 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&rsquo;s not always helpful for those who&rsquo;ve landed on their feet to urge others to quit a terrible job immediately.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EAlibel sees this all too often among her fellow Venezuelan migrants in Argentina, who don&rsquo;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&rsquo;t take long to realise that this was an illegal operation and Alibel, now 28, quit straight away. She didn&rsquo;t lose any pay because the job was entirely commission-based: &ldquo;If you didn&rsquo;t sell anything, you didn&rsquo;t gain a cent.&rdquo; Yet while there are plenty of accounts of people rage quitting other shady jobs, not everyone can afford to take a moral stand.&nbsp;\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 &ndash; 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&rsquo;s up to employers to improve working conditions. &ldquo;If employers pay decent wages and good benefits, that inhibits leaving,&rdquo; says Hom.&nbsp;\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 &lsquo;pre-quitting behaviours&rsquo;\u003C\u002Fa\u003E, for instance by implementing stay interviews with existing employees (and not just exit interviews with departing employees).&nbsp;\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. &ldquo;That was the last time I DJed outside of my own house. Just was fed up with the whole thing.&rdquo;\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":[],"imageAlignment":"centre","imageAltText":"Angry truck driver","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":[],"relatedStories":[],"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":[],"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":"2022-02-28T15:13:04.408391Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20210903-why-rage-quitting-is-all-the-rage-this-year","cacheLastUpdated":1692600645401},"worklife\u002Farticle\u002F20220817-why-workers-just-wont-stop-quitting":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20220817-why-workers-just-wont-stop-quitting","_id":"64a4617da471ef0d2f42fa97","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"The Great Resignation was triggered by the pandemic – so why aren’t resignations slowing down now as it wanes?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhen people first began leaving their jobs en masse in early 2021, experts generally believed that the &ldquo;Great Resignation&rdquo; was a direct side effect of pandemic chaos and uncertainty.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EMany workers quit due to Covid-19 safety concerns or because their companies didn&rsquo;t provide adequate remote-work support. Millions more left for more autonomy or meaning in their work; many of these shifts linked to lockdown reflection. And others quit for more money elsewhere, as the labour market tightened.&nbsp;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EBut something unexpected is happening now. Even with Covid restrictions mostly lifted and the pandemic waning in many countries, the resignation letters are still piling up. Despite widespread predictions of a slowdown, data shows not only are people still leaving positions in spades, but many workers who haven&rsquo;t resigned yet plan to do so in coming months.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EExperts suggest that two factors are fueling this trend. While the pandemic served as the trigger, the seeds of the Great Resignation were sown well before &ndash; and until the deep-rooted factors causing workers to quit are addressed, resignations are unlikely to subside. People are also now looking at work and the role they want it to play in their lives in a different way, and switching to jobs that better align with their new values. And, say the experts, the extent to which the looming slowdown will affect these quit rates remains to be seen.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EPandemic powder keg\u003C\u002Fstrong\u003E\u003Cstrong\u003E&nbsp;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EJobs numbers tell the story of a quitting epidemic that just hasn&rsquo;t subsided.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThis is especially true in the US. Quit numbers were generally consistent throughout 2021, when an average of nearly 4 million people \u003Ca href=\"https:\u002F\u002Fwww.shrm.org\u002Fresourcesandtools\u002Fhr-topics\u002Ftalent-acquisition\u002Fpages\u002Finteractive-quits-level-by-year.aspx\"\u003Eleft their jobs\u003C\u002Fa\u003E each month. That&rsquo;s more than half a million more than 2019&rsquo;s monthly averages. &nbsp;In \u003Ca href=\"https:\u002F\u002Fwww.bls.gov\u002Fopub\u002Fmlr\u002F2020\u002Farticle\u002Fjob-openings-hires-and-quits-set-record-highs-in-2019.htm#:~:text=The%20annual%20total%20separations%20level,another%20series%20high%20since%202001.\"\u003EJanuary 2019,\u003C\u002Fa\u003E there were roughly 7 million job openings in the US; a year later, the \u003Ca href=\"https:\u002F\u002Fwww.bls.gov\u002Fopub\u002Fted\u002F2022\u002Fjob-openings-at-11-3-million-in-january-2022.htm\"\u003Enumber of open positions grew\u003C\u002Fa\u003E to 11.26 million.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThe behaviour has spilled over into this year, too. At the end of March 2022, the Bureau of Labor and Statistics (BLS) showed a record high of \u003Ca href=\"https:\u002F\u002Fwww.bls.gov\u002Fnews.release\u002Fjolts.nr0.htm\"\u003E11.5 million job openings\u003C\u002Fa\u003E. And there&rsquo;s good reason to believe attrition will continue, including outside the US: a PwC survey of more than 52,000 workers across 44 countries showed \u003Ca href=\"https:\u002F\u002Fwww.pwc.com\u002Fgx\u002Fen\u002Fissues\u002Fworkforce\u002Fhopes-and-fears-2022.html\"\u003Eone-fifth plan to leave their job in the next year\u003C\u002Fa\u003E. Other studies turn up even bigger numbers, such as data from the Conference Board, which indicates \u003Ca href=\"https:\u002F\u002Fwww.conference-board.org\u002Fpress\u002Fdespite-risk-of-recession-workers-still-plan-to-quit\"\u003Ethis number may be 30% for US workers.\u003C\u002Fa\u003E In a separate survey of 1,000 UK workers, \u003Ca href=\"https:\u002F\u002Fwww.thehrdirector.com\u002Fbusiness-news\u002Femployment\u002Fthe-great-resignation-continues-with-almost-a-third-of-uk-workers-considering-a-career-change-in-2022\u002F\"\u003Ealmost a third said they&rsquo;re planning to quit\u003C\u002Fa\u003E soon.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20220817-why-workers-just-wont-stop-quitting-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Some of these things have been bubbling over the past decade or more, and the pandemic really just put a magnifying glass over it all – Kristie McAlpine","id":"worklife\u002Farticle\u002F20220817-why-workers-just-wont-stop-quitting-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe pandemic has, of course, been the catalyst for the Great Resignation, says Kristie McAlpine, professor of management at Rutgers University School of Business &ndash; Camden, US. The global health crisis caused a shift in priorities, she explains, that kicked off the quitting wave.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;We were going through a time where we lost millions of people,&rdquo; she says. &ldquo;It&rsquo;s hard to imagine how that can all occur and not kind of force us to think about what&rsquo;s important to us.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EWhile some workers were re-evaluating their values, other factors led people to leave, too: frontline healthcare providers, service workers, teachers and others working in high-risk roles, sometimes for low pay or with little support, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit\"\u003Eburnt out or walked out\u003C\u002Fa\u003E. People nearing retirement \u003Ca href=\"https:\u002F\u002Fwww.pewresearch.org\u002Ffact-tank\u002F2021\u002F11\u002F04\u002Famid-the-pandemic-a-rising-share-of-older-u-s-adults-are-now-retired\u002F\"\u003Ecut out of the workforce early to escape the pandemic.\u003C\u002Fa\u003E Huge numbers of parents, especially women, were forced to quit because of a sudden lack of childcare. Plus, a year or so into the pandemic, a shift in the labour market&rsquo;s supply-and-demand equation in favour of workers made leaving a job and finding a new one less daunting than before.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EYet while the pandemic may have provided the spark, explains McAlpine, the Great Resignation is a powder keg that had been building for some time. &ldquo;\u003Ca href=\"https:\u002F\u002Fwww.bls.gov\u002Fopub\u002Fted\u002F2019\u002Fquits-by-industry-2008-to-2018.htm\"\u003EQuit rates\u003C\u002Fa\u003E have been \u003Ca href=\"https:\u002F\u002Fwww.bls.gov\u002Fopub\u002Fmlr\u002F2022\u002Farticle\u002Fthe-great-resignation-in-perspective.htm\"\u003Esteadily increasing over the past 10 years\u003C\u002Fa\u003E,&rdquo; she says. &ldquo;That's not something that just started with the pandemic. It certainly exacerbated some trends.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EBefore the pandemic, Baby Boomers, a \u003Ca href=\"https:\u002F\u002Fwww.pewresearch.org\u002Ffact-tank\u002F2018\u002F04\u002F11\u002Fmillennials-largest-generation-us-labor-force\u002F\"\u003Equarter of the US workforce in 2018\u003C\u002Fa\u003E, were already moving steadily into retirement. Low wages in service work and a \u003Ca href=\"https:\u002F\u002Fwww.epi.org\u002Fpublication\u002Flabor-day-2019-minimum-wage\u002F\"\u003Eminimum wage that had fallen behind the rate of inflation\u003C\u002Fa\u003E meant discontent was growing among blue-collar workers. And presenteeism and a \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210507-why-we-glorify-the-cult-of-burnout-and-overwork\"\u003Eculture that equated long hours with hard work\u003C\u002Fa\u003E was pushing knowledge workers to burnout. &ldquo;Some of these things have been bubbling over the past decade or more, and the pandemic really just put a magnifying glass over it all,&rdquo; says McAlpine.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EGiven that the pandemic served as the accelerant for mass resignations, rather than the original cause, says McAlpine, it&rsquo;s unrealistic to think getting past the pandemic means the quitting will simply cease. The nuanced issues that precipitated the Great Resignation took a long time to build, and they may take a long time to resolve.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220817-why-workers-just-wont-stop-quitting-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"A sad-looking office worker taking a break","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220817-why-workers-just-wont-stop-quitting-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EPost-pandemic factors\u003C\u002Fstrong\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EAt the moment, says Anthony C Klotz, a professor of management at University College London's School of Management who coined the term &ldquo;Great Resignation&rdquo;, quit rates have more or less plateaued, but he doesn&rsquo;t expect them to drop in any meaningful way in the immediate future.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EIn addition to the original push factors, he says that the reasons people are resigning have diversified. For instance, some workers are now \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20211214-great-resignation-into-great-reshuffle\"\u003Eswapping jobs\u003C\u002Fa\u003E that require them to be present in the workplace for remote positions; other workers, he says, are leaving remote jobs for ones that have a larger in-person component.&nbsp; &nbsp;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003ESome of the moves are getting even bigger, as people \u003Ca href=\"https:\u002F\u002Femploymenthero.com\u002Fuk\u002Fblog\u002Fwhy-are-so-many-employees-switching-industries\u002F\"\u003Eleave not just their jobs, but their professions entirely\u003C\u002Fa\u003E. &ldquo;It&rsquo;s not just about what's happening in an industry,&rdquo; he says. &ldquo;And that kind of supports the notion that people are looking for a change coming out of the pandemic or they're not afraid to completely switch to a new chapter of their career.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EMcAlpine concurs, saying the role a job plays in someone&rsquo;s life has shifted, which could permanently change the way people select positions and whether they stay or go. &ldquo;Of course, people want to be compensated fairly, but they're also looking for some connection and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220613-gen-z-the-workers-who-want-it-all\"\u003Emeaning in what they do\u003C\u002Fa\u003E,&rdquo; she says. Workers may be looking for ways to restore wellbeing, adds Klotz, noting that moving to a new job is often an attempt to reclaim wellness.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EKlotz also believes that resignations have become somewhat self-perpetuating, potentially prolonging the period of quitting. &ldquo;\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210915-turnover-contagion-the-domino-effect-of-one-resignation\"\u003ETurnover contagion\u003C\u002Fa\u003E is real,&rdquo; he says. &ldquo;When you have colleagues who leave first, it's almost always a bummer, because usually it's a little bit more work for you. At the same time, though, it puts the idea in your head that it's doable to make that leap. It&rsquo;s hard to stop that cycle of resignations for organisations, because with each one, it's like it logically puts the idea in other people's minds about the possibility of it.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA lasting shift?\u003C\u002Fstrong\u003E\u003Cstrong\u003E&nbsp;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhile Klotz believes these quit numbers are poised to stay high in the short-term, the impending economic downturn and general uncertainty around the future of the labour market could change things down the line.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EIt&rsquo;s reasonable to think a major recession would, at the very least, slow down the quit rate. &ldquo;It would stand to reason that if a recession comes in, the job market gets worse. So, there's fewer options for employees to switch from one company to another. Because there just aren't as many jobs, resignations should absolutely go down,&rdquo; says Klotz. &ldquo;Maybe not as much as they would have before the pandemic, but they'll definitely drop.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EAlready there are some signs high living costs and inflation are influencing worker behaviour; in the UK, \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Fbusiness\u002F2022\u002Fjul\u002F25\u002Fbritains-great-unretirement-cost-of-living-drives-older-people-back-to-work\"\u003Edata points to a &ldquo;Great Unretirement&rdquo;\u003C\u002Fa\u003E as older people return to the workforce to make ends meet. Other data, meanwhile, suggests more \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220809-the-boomerang-employees-returning-after-quitting\"\u003E&lsquo;boomerang employees&rsquo; are returning to previous roles\u003C\u002Fa\u003E in the wake of pandemic moves.&nbsp; &nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EBut it&rsquo;s unclear, says McAlpine, whether even a global financial crisis would be enough to stem the tide of the Great Resignation and keep people in jobs they want to leave. &ldquo;We&rsquo;ll see what happens if we do indeed head into a recession,&rdquo; she says. &ldquo;But I think that as long as workers have an understanding of what they're looking for, employers are going to have to make some changes in order to accommodate that. And it seems like people will be willing to leave if they don't get it.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220817-why-workers-just-wont-stop-quitting-4"}],"collection":null,"disableAdverts":false,"displayDate":"2022-08-19T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why workers just won’t stop quitting","headlineShort":"Why workers are still quitting","image":[],"imageAlignment":"centre","imageAltText":"A woman quitting","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"The Great Resignation was triggered by the pandemic – so why aren’t resignations slowing down now as it wanes?","summaryShort":"Why the Great Resignation isn’t over yet","tag":[],"textToSpeech":false,"creationDateTime":"2022-08-18T20:21:01.700505Z","entity":"article","guid":"a6498576-0c51-42cc-9494-a3b237cade44","id":"worklife\u002Farticle\u002F20220817-why-workers-just-wont-stop-quitting","modifiedDateTime":"2022-08-18T20:21:01.700505Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20220817-why-workers-just-wont-stop-quitting","cacheLastUpdated":1692600645402},"worklife\u002Farticle\u002F20220902-the-search-for-meaning-at-work":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20220902-the-search-for-meaning-at-work","_id":"64a4617ea471ef0d4311d4f4","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Increasingly, employees say they want their work to matter. But what actually defines a 'meaningful' job?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAsk workers what&rsquo;s most important to them in a job, and first on the list generally is pay cheque &ndash; perhaps obviously. But in a very close second, as data is beginning to show, people want their work to have meaning.\u003C\u002Fp\u003E\n\u003Cp\u003EA 2020 McKinsey &amp; Company surveyed showed \u003Ca href=\"https:\u002F\u002Fwww.mckinsey.com\u002Fbusiness-functions\u002Fpeople-and-organizational-performance\u002Four-insights\u002Fpurpose-shifting-from-why-to-how\"\u003E82% of employees believe it&rsquo;s important their company has a purpose\u003C\u002Fa\u003E; ideally, one that contributes to society and creates meaningful work. And when a company has purpose, its people do, too. Separate McKinsey research from 2022 showed \u003Ca href=\"https:\u002F\u002Fwww.mckinsey.com\u002Fbusiness-functions\u002Fpeople-and-organizational-performance\u002Four-insights\u002Fthe-great-attrition-is-making-hiring-harder-are-you-searching-the-right-talent-pools\"\u003E70% of employees say their personal sense of purpose is defined by their work\u003C\u002Fa\u003E, and when that work feels meaningful, they perform better, are much more committed and are about half as likely to go looking for a new job.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThe search for meaning at work is a relatively new idea, says Aaron De Smet, a senior partner at McKinsey. The Industrial Revolution, he says, made work very &ldquo;transactional&rdquo;: people worked and got paid money to live, with no greater purpose required or expected. But over time, as decent working conditions and a pay cheque became simple fundamentals, workers began to want more. In 2018, a survey of American professionals showed nine out of 10 workers would \u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2018\u002F11\u002F9-out-of-10-people-are-willing-to-earn-less-money-to-do-more-meaningful-work\"\u003Etrade a percentage of their earnings for work that felt more meaningful\u003C\u002Fa\u003E. This drive for meaning is especially true of the newest generation to enter the workforce; in a survey of Gen Z workers from jobs site Monster, \u003Ca href=\"https:\u002F\u002Fwww.monster.com\u002Fcareer-advice\u002Farticle\u002Fgen-z-boss-0816\"\u003E70% of respondents ranked purpose as more important than pay\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EAs people&rsquo;s jobs have become a significant part of their identities &ndash; and the way they spend most of their time &ndash; occupations have also become the place where they hope to derive at least some of their life&rsquo;s meaning. People might define meaning in many ways, whether that&rsquo;s working in a glossy &lsquo;dream job&rsquo; or using particular skills to perform a necessary role. But however people frame meaning, experts say that in the workplace of the future, making people feel that what they&rsquo;re doing matters, matters more than ever.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe modern search for meaning at work\u003C\u002Fstrong\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThe desire for meaningful work has been a slow and steady evolution that&rsquo;s happened as society has become, on the whole, wealthier. As people&rsquo;s basic needs for food and shelter were met, and the nature of work changed, people began to want more from their daily grinds.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EIn many industries, the more rote, repetitive jobs have disappeared. &ldquo;Automation is happening pretty quickly, which is why I think things are now coming to this tipping point where meaning matters a lot,&rdquo; says De Smet. &nbsp;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20220902-the-search-for-meaning-at-work-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220902-the-search-for-meaning-at-work-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EStephanie Bot, a clinical psychologist and co-founder of Workright, a Toronto-based workplace mental-health consultancy, notes that for a lot of people, identity has become closely tied to work. \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210409-why-we-define-ourselves-by-our-jobs\"\u003EWhat we do, in many ways, defines who we are\u003C\u002Fa\u003E. &nbsp;&ldquo;As the type of jobs we're in have evolved, people are now looking for a greater sense of self,&rdquo; she says. It makes people feel like their lives have meaning, she adds, when their work does.\u003C\u002Fp\u003E\n\u003Cp\u003EPeople also spend most of their time at work &ndash; it&rsquo;s the activity that takes up the \u003Ca href=\"https:\u002F\u002Fwww.bls.gov\u002Fnews.release\u002Fatus.nr0.htm\"\u003Ebiggest chunk\u003C\u002Fa\u003E of waking hours &ndash; and even when they&rsquo;re not actively working, many people are still thinking about work. The majority of younger people, in particular, report that \u003Ca href=\"https:\u002F\u002Fblog.simplyhired.com\u002Ftaking-the-edge-off-after-work\u002F\"\u003Eit&rsquo;s difficult to disengage\u003C\u002Fa\u003E. It becomes even more important, then, that this place people spend most of their time and mental energy mean something. \"If people don't have outside time to get those needs met elsewhere,&rdquo; says Bot, &ldquo;they need to get more out of work.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EIn the wake of the pandemic, meaningful work has become more important to people than ever before. It was a catalyst that realigned many people&rsquo;s priorities. &ldquo;Two-thirds of US employees said \u003Ca href=\"https:\u002F\u002Fwww.mckinsey.com\u002Fbusiness-functions\u002Fpeople-and-organizational-performance\u002Four-insights\u002Fhelp-your-employees-find-purpose-or-watch-them-leave\"\u003ECovid caused them to reflect on their purpose in life\u003C\u002Fa\u003E,&rdquo; says De Smet, of 2021 McKinsey research. &ldquo;Everybody took this moment to step back and reassess. People were taking stock of their lives, and asking, &lsquo;Does what I do matter? I should really spend my time on things that matter.&rsquo;&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EPeople&rsquo;s search for meaning in their work contributed to the Great Resignation &ndash; a phenomenon that&rsquo;s seen workers \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220817-why-workers-just-wont-stop-quitting\"\u003Eleave their jobs in droves throughout the past two years\u003C\u002Fa\u003E. &ldquo;Some people said, &lsquo;I&rsquo;m not getting enough meaning from work, I want to work somewhere my purpose is more fulfilled by the work I do&rsquo;,&rdquo; says De Smet. &ldquo;Or, they said, &lsquo;I don&rsquo;t feel the work I do is important to anyone. I want to go somewhere it feels like my work is valued by my organisation&rsquo;.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe meaning of meaning\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"m5160655334806300146msolistparagraph\"\u003EBut what does meaning, well, mean? There&rsquo;s no set definition, says Bot, because &ldquo;how the person perceives their work is what makes it meaningful or not&rdquo;.\u003C\u002Fp\u003E\n\u003Cp class=\"m5160655334806300146msolistparagraph\"\u003EThere are a number of ways work can become meaningful, she says, some more obvious than others. &ldquo;The obvious is when people are doing work that they feel contributes to the betterment of humanity,&rdquo; she says. &ldquo;But you don&rsquo;t have to be feeding the disadvantaged in order to feel like your work is meaningful.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220902-the-search-for-meaning-at-work-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"People were taking stock of their lives, and asking, ‘Does what I do matter? I should really spend my time on things that matter’ – Aaron De Smet","id":"worklife\u002Farticle\u002F20220902-the-search-for-meaning-at-work-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"m5160655334806300146msolistparagraph\"\u003EFor some people, work is meaningful if it gives them the chance to use their skills or flex creative muscles. &ldquo;People should be doing work that&rsquo;s aligned with their interests and their talents,&rdquo; says Bot, &ldquo;because alignment also creates meaning. If I feel like I'm using the best parts of me to make a contribution to whatever it is, I'm going to feel good about myself.&rdquo;\u003C\u002Fp\u003E\n\u003Cp class=\"m5160655334806300146msolistparagraph\"\u003EMeaning is also derived from feeling like one&rsquo;s presence matters &ndash; not just to the company&rsquo;s goals or the bottom line, but to other members of someone&rsquo;s team. &ldquo;If they feel like they're part of a larger community, that&rsquo;s meaningful,&rdquo; continues Bot. &ldquo;Since the pandemic, I'm hearing a lot more, &lsquo;my work is soulless&rsquo;. I have a strong feeling that is because they've lost their sense of community. Isolation interferes with meaning.&rdquo;\u003C\u002Fp\u003E\n\u003Cp class=\"m5160655334806300146msolistparagraph\"\u003EA 2022 working paper by Brookings showed that \u003Ca href=\"https:\u002F\u002Fwww.brookings.edu\u002Fblog\u002Fup-front\u002F2020\u002F04\u002F08\u002Fwhat-makes-a-job-meaningful\u002F\"\u003Erelationships are, in fact, the most important determinant of meaningfulness at work\u003C\u002Fa\u003E. And those who feel a strong sense of relatedness, and thus get greater meaning from their jobs, are likely to put in more effort, according to the research.\u003C\u002Fp\u003E\n\u003Cp class=\"m5160655334806300146msolistparagraph\"\u003ENone of this is limited to knowledge-work jobs. People in positions that seem somewhat lower-profile want to feel like they&rsquo;re contributing to something larger than themselves, too, says Peter Watkins, UK-based university relations director of the CFA Institute, a finance education non-profit. &ldquo;It&rsquo;s important that people are able to talk about their job with pride,&rdquo; says Watkins, &ldquo;and that is connected to knowing that their small part in a larger organisation is leading to something a bit more worthwhile.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EAny job can have meaning, agrees Bot, as long as it feels like it feeds into a greater purpose. &ldquo;Look, shelves have to be stocked,&rdquo; she says, just as much as any other job needs to be done. &ldquo;It all helps to meet the needs of the people. Every job matters, because every job is necessary.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EA job&rsquo;s meaning can also have nothing to do with the job itself. For some, a pay cheque is just the thing that facilitates the joyful parts of life. For instance, if a person&rsquo;s favourite thing to do is travel the world, any job has meaning in the sense that it pays for plane tickets.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;I think a lot of people are sort of reclaiming that time outside of work,&rdquo; says Bot. It&rsquo;s a work-to-live mentality: &ldquo;They go to work and do what they need to do, but then go home and see family, meet with some volunteer group, do the activities that make them feel good and are supportive of their health.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220902-the-search-for-meaning-at-work-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220902-the-search-for-meaning-at-work-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EWhatever it means, Gen Z wants it\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAlthough the pandemic may have accelerated things, a desire for meaningful work has been growing for a long time, strengthening in each subsequent generation. And as Gen Z enters the workforce, say experts, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220613-gen-z-the-workers-who-want-it-all\"\u003Eyoung people fully expect their jobs to deliver\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EIn an analysis of workers across half a dozen countries, De Smet and his colleagues found that nearly 90% of workers between the ages of 18 and 25 said having a positive societal and environmental impact in their career was very high on their list of priorities.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EWatkins believes young people are certainly seeking something slightly different in employment. &ldquo;We're seeing evidence of meaningful and positive-impact careers being more important, potentially, to this generation than earlier generations,&rdquo; he says.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EBut he also believes new workers can derive meaning in other ways, like personal development. A job is meaningful, he explains, if it furthers a worker&rsquo;s skills and experience. Organisations are recognising this, he adds; it&rsquo;s the firms that offer meaningful enrichment opportunities and the promise of a larger positive impact that are landing top talent.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;Companies are becoming very savvy to this and realising, for example, that they need to demonstrate a long-term training commitment toward new recruits. Firms are aware that they need to kind of reassure them: join us and we will take you through a long period of nurturing,&rdquo; he says. &ldquo;[Another] way that companies are attracting talent is to say, &lsquo;The work that you're doing will impact the environment, it will impact society around us&rsquo;.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThe best way for companies to make workers feel their efforts matter, says Bot, is to find creative ways to show it. &ldquo;People need to see the links of the work that they're doing to the greater good,&rdquo; she says. Research shows that workers who speak to satisfied customers, even for a few minutes, \u003Ca href=\"https:\u002F\u002Fknowledge.wharton.upenn.edu\u002Farticle\u002Fputting-a-face-to-a-name-the-art-of-motivating-employees\u002F\"\u003Efeel a sense of greater purpose and have a tendency to perform better\u003C\u002Fa\u003E as a result. Companies need to let employees know they are valued, adds Bot. &ldquo;They have to be finding ways to show them that they&rsquo;re appreciated, and what they're doing matters.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EAnd whether companies can manage that \u003Cem\u003Ealso \u003C\u002Fem\u003Ematters, because it&rsquo;ll determine whether workers stay or go. In a post-pandemic world, and as Gen Z enters offices in force, meaningful work has ceased to be a luxury limited to those who are literally, as Bot puts it, &ldquo;solving global hunger&rdquo;. Instead, it&rsquo;s something average workers want.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EWhether it&rsquo;s because they&rsquo;re making a measurable difference, because they feel like their work aligns with who they are, or simply because what they&rsquo;re doing pays to support their lifestyle, workers now want to know their work has meaning. &nbsp;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220902-the-search-for-meaning-at-work-6"}],"collection":null,"disableAdverts":false,"displayDate":"2022-09-07T15:36:54Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The search for 'meaning' at work","headlineShort":"The search for 'meaning' at work","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Increasingly, employees say they want their work to matter. But what actually defines a 'meaningful' job?","summaryShort":"Workers want their work to matter – especially now. What does that mean?","tag":[],"textToSpeech":false,"creationDateTime":"2022-09-07T06:58:57.121981Z","entity":"article","guid":"41f4f29d-2ad7-4a89-a26f-7ecfe8b6436f","id":"worklife\u002Farticle\u002F20220902-the-search-for-meaning-at-work","modifiedDateTime":"2022-09-07T06:58:57.121981Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20220902-the-search-for-meaning-at-work","cacheLastUpdated":1692600645402},"worklife\u002Farticle\u002F20220908-the-jobs-employers-just-cant-fill":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20220908-the-jobs-employers-just-cant-fill","_id":"64a4617da471ef2edf610fc6","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fkate-morgan"],"bodyIntro":"Some sectors are crying out for employees – but workers think they can do better elsewhere.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThroughout the past few years, workers have been resigning from jobs in record numbers. Some have been switching careers, some have been job-hopping for faster advancement and some have left the workforce altogether. In the US, for instance, the August 2022 data from the Bureau of Labor Statistics puts the labour force participation rate at \u003Ca href=\"https:\u002F\u002Fwww.bls.gov\u002Fnews.release\u002Fempsit.nr0.htm\"\u003E1.0 percentage point below its February 2020 level\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EIn other words, people have been quitting and, in some sectors and jobs, they haven&rsquo;t been coming back. Perhaps it&rsquo;s unsurprising, given the poor conditions in many workplaces throughout the pandemic. The dearth of workers is most evident in hospitality and \u003Ca href=\"https:\u002F\u002Fwww.bls.gov\u002Fnews.release\u002Fjolts.t01.htm\"\u003Eservice-work industries\u003C\u002Fa\u003E, where positions for dishwashers, truck drivers, retail workers, food servers, airport agents, home health aides and similar roles have been open for literal years.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThis is not because people don&rsquo;t want to \u003Cem\u003Ework\u003C\u002Fem\u003E, say the experts. They just want better jobs; higher pay, improved conditions. The job market upheaval caused by the pandemic has enabled some workers to switch into better employment &ndash; and if hard-hit sectors want their workers back, they need to find ways of making their jobs more attractive.&nbsp;&nbsp;\u003Cstrong\u003E&nbsp;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhy are these jobs open?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EParticularly in the US, data shows it&rsquo;s been tough to be a service worker for a long time. In 2020, for instance, full-time American food counter workers made, on average, \u003Ca href=\"https:\u002F\u002Fwww.bls.gov\u002Foes\u002F2020\u002Fmay\u002Foes353023.htm\"\u003E$23,960\u003C\u002Fa\u003E (&pound;20,796) a year &ndash; failing to clear the poverty line \u003Ca href=\"https:\u002F\u002Faspe.hhs.gov\u002Ftopics\u002Fpoverty-economic-mobility\u002Fpoverty-guidelines\u002Fprior-hhs-poverty-guidelines-federal-register-references\u002F2020-poverty-guidelines\"\u003Efor a four-person household\u003C\u002Fa\u003E. &nbsp;Weekly hours have rarely been guaranteed, making it difficult for workers to be sure their income would cover their bills, or arrange things like transport and childcare.\u003C\u002Fp\u003E\n\u003Cp\u003EAll of that, in part, accounts for the fact that the \u003Ca href=\"https:\u002F\u002Fwww.bls.gov\u002Fnews.release\u002Fjolts.t16.htm\"\u003Eattrition rate\u003C\u002Fa\u003E &ndash; in other words, the rate at which people leave as a percentage of annual average employment &ndash; has been high in service industries for a long time. In 2017, it was 53.8% for retail workers, 72.4% for workers in accommodation and food service and 30.6% for people in manufacturing jobs.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20220908-the-jobs-employers-just-cant-fill-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0cz8d6w"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220908-the-jobs-employers-just-cant-fill-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBut if being a service worker was hard pre-pandemic, once it struck things became \u003Ca href=\"https:\u002F\u002Fdigitalcommons.georgiasouthern.edu\u002Fcgi\u002Fviewcontent.cgi?article=1004&amp;context=amtp-proceedings_2021\"\u003Edownright miserable\u003C\u002Fa\u003E for many. Retailers that stayed open faced supply-chain disruption, and spikes and drops in customer demand. Fewer employees had to work more hours, and increased overtime contributed to burnout. With schools closed and public transport reduced, some workers were negotiating a lack of childcare and a more difficult commute. Cases of worker abuse and reports of rude customers shot up, and though some companies offered one-time bonuses, \u003Ca href=\"https:\u002F\u002Fwww.brookings.edu\u002Fresearch\u002Fthe-covid-19-hazard-continues-but-the-hazard-pay-does-not-why-americas-frontline-workers-need-a-raise\u002F\"\u003Efew increased wages or offered hazard pay\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd in many instances, the work was hazardous. Other forms of business moved online, but &ldquo;in the hospitality industry, for instance, it's very hard to replace somebody who's at the reception desk of a hotel with somebody who's working virtually&rdquo;, says Serge da Motta Veiga, professor of human resource management at EDHEC Business School in Paris. That meant frontline service workers, forced to interact with colleagues and customers while everyone else was sheltering at home, were among the most vulnerable to Covid-19. In the first year of the pandemic, 68% of working-age adults who&nbsp;\u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpmc\u002Farticles\u002FPMC9102098\u002F\"\u003Edied in the US were labour, retail and service workers\u003C\u002Fa\u003E.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EUnderstandably, throughout the last two years, attrition rates have shot up. \u003Ca href=\"https:\u002F\u002Fwww.bls.gov\u002Fnews.release\u002Fjolts.t16.htm\"\u003EIn 2021\u003C\u002Fa\u003E, 64.6% of retail workers, a whopping 86.3% of accommodation and food service workers, and just under 40% of manufacturing workers quit their jobs. While safety &ndash; and overall misery &ndash; were leading factors, they weren&rsquo;t the only reasons for the mass exodus. People also crave stability, which is difficult to come by in a low-wage job: one 2019 study found that \u003Ca href=\"https:\u002F\u002Fwww.cnbc.com\u002F2019\u002F09\u002F25\u002F70percent-of-workers-are-likely-to-quit-at-current-federal-minimum-wage.html\"\u003Eminimum wage jobs have a turnover rate more than twice the US national average\u003C\u002Fa\u003E. &ldquo;Those jobs are precarious,&rdquo; says da Motta Veiga. &ldquo;Job security has become the number one thing people want, above even all the other perks, like having a flexible work schedule, or working from wherever you want.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220908-the-jobs-employers-just-cant-fill-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Job security has become the number one thing people want, above even all the other perks, like having a flexible work schedule, or working from wherever you want – Serge da Motta Veiga","id":"worklife\u002Farticle\u002F20220908-the-jobs-employers-just-cant-fill-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThere&rsquo;s yet another reason so many people quit: because they \u003Cem\u003Ecould. \u003C\u002Fem\u003EThe staffing shortage has left many companies at the mercy of those who work &ndash; or don&rsquo;t &ndash; for them. With the labour market leaning so far in favour of the worker, it&rsquo;s been easier for workers to leave one job and get another, further lessening the incentive for people to return to jobs they find undesirable. The people who used to have those jobs have replaced them with gig work, or moved to new industries, says da Motta Veiga. &ldquo;They're trying to transfer their skills into industries where actually they can be respected, well-paid and have more opportunity,&rdquo; he says.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhy aren&rsquo;t people coming back to fill these jobs?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe epidemic of quitting throughout 2021 and into this year, known as the Great Resignation, left job openings across industries. But David Dwertmann, associate professor of management at Rutgers University School of Business, Camden, US, says it&rsquo;s been difficult to re-hire workers to fill low-wage jobs in particular, for the same reasons people left them in the first place.\u003C\u002Fp\u003E\n\u003Cp\u003EHe points to a \u003Ca href=\"https:\u002F\u002Fwww.pewresearch.org\u002Ffact-tank\u002F2022\u002F03\u002F09\u002Fmajority-of-workers-who-quit-a-job-in-2021-cite-low-pay-no-opportunities-for-advancement-feeling-disrespected\u002F\"\u003EPew Research Survey\u003C\u002Fa\u003E that asked people who quit their jobs about their reason for leaving. Low pay was first, followed by &ldquo;no opportunities for advancement&rdquo; and &ldquo;feeling disrespected&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;If you're flipping burgers or something, it's not that easy to advance. Not everyone is going to be a manager. Many people are stuck in these jobs for years and years and years,&rdquo; says Dwertmann. Plus, &ldquo;the workers just don't feel like they're being valued enough, and don't feel like they're being treated well enough&rdquo;. With a market awash in better opportunities, people feeling stagnant or mistreated in their jobs seized a golden opportunity to bail.\u003C\u002Fp\u003E\n\u003Cp\u003EAnother factor, adds Dwertmann, is the wave of \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220526-is-this-the-end-of-retirement-as-we-know-it\"\u003EBaby Boomer retirements\u003C\u002Fa\u003E that left still more gaps in the workforce. &ldquo;It's kind of the perfect storm,&rdquo; he says. &ldquo;I think Covid-19 probably for [Boomers considering retirement] was a great reason to say, &lsquo;You know what? I'm done.&rsquo; Because these are the groups that were at the highest risk of Covid exposure, especially working in some face-to-face service jobs. I think if they could afford to do so, a large cohort of that particular population just chose to retire. I would assume that many of them will probably never come back into the labour force.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThis Boomer exodus, notes Dwertmann, has been compounded by a lack of immigration during the past several years that has left gaps in industries which normally employ new arrivals. &ldquo;In part due to the pandemic, in part due to changes in policy, immigration into the United States actually \u003Ca href=\"https:\u002F\u002Fwww.census.gov\u002Flibrary\u002Fstories\u002F2021\u002F12\u002Fnet-international-migration-at-lowest-levels-in-decades.html\"\u003Edropped by half\u003C\u002Fa\u003E,&rdquo; he says. &ldquo;And these are some of the people that used to fulfil or take some of those low-skill, low-education jobs.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220908-the-jobs-employers-just-cant-fill-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0cz8dlc"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220908-the-jobs-employers-just-cant-fill-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EWhat are companies doing to try to fill the &lsquo;unfillable&rsquo;?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIt&rsquo;s not unusual, these days, to see signs outside fast-food restaurants, convenience stores and markets offering previously unheard-of starting hourly wages to new hires. Many employers instituted sign-on bonuses: in 2021, Amazon announced a hiring push and said it would pay \u003Ca href=\"https:\u002F\u002Fwww.businessinsider.com\u002Famazon-hiring-75000-workers-1000-signing-bonuses-how-to-apply-2021-5#:~:text=Amazon%20is%20hiring%2075%2C000%20people,receive%20a%20further%20%24100%20bonus.\"\u003E$1,000 bonuses\u003C\u002Fa\u003E for warehouse and transport jobs. Hilton Hotels began offering \u003Ca href=\"https:\u002F\u002Fwww.indeed.com\u002Fjobs?q=Hilton%20Hotels%20sign%20on%20bonus&amp;l&amp;vjk=bfbfc7d0821134c7\"\u003Esign-on bonuses\u003C\u002Fa\u003E of $500 and more for room attendants and other staff.\u003C\u002Fp\u003E\n\u003Cp\u003EYet while financial incentives don&rsquo;t hurt, they don&rsquo;t do anything to address the other major things workers want that those &ldquo;unfillable&rdquo; jobs don&rsquo;t often offer; flexibility, predictability and better conditions.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;I do think employers need to react not just by increasing wages and providing sign-on bonuses, but also, for example, by scheduling employees in different ways,&rdquo; says Dwertmann. &ldquo;Making sure that there's some predictability for employees in terms of when they have to come in, and how many hours they get to work, so that they can, for example, manage childcare.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EFocusing on the money alone, agrees da Motta Veiga, is short-sighted. While, yes, people want to be paid what they feel their time and energy is worth, companies should also &ldquo;be asking people: &lsquo;What do you want? What is your priority? Is it that security? Is it that flexibility?&rsquo;&rdquo; They need to be creative, he says, in making these jobs more attractive.\u003C\u002Fp\u003E\n\u003Cp\u003ETo fill an unfillable job, concludes Dwertmann, you have to make it not only financially worthwhile, but also provide some flexibility, some guarantee of safety and find a way to generate loyalty.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;The pandemic comes around and the first thing people do is lay off big troves of workers,&rdquo; he says. &ldquo;They were thinking when it eased up everyone would just show up again, but really employees are like, &lsquo;You know what? You didn&rsquo;t stick with me. I&rsquo;m not going back to you.&rsquo;&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003ECorrection 21 Sept 2022: An earlier version of this article did not provide sufficient context around the statistic of the percentage of service workers who died during the pandemic. This has been updated for accuracy.\u003C\u002Fem\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220908-the-jobs-employers-just-cant-fill-6"}],"collection":null,"disableAdverts":false,"displayDate":"2022-09-12T14:30:20Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The jobs employers just can't fill","headlineShort":"The jobs employers can't fill","image":["p0cz8cyk"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2022-02-27T22:52:24.455144Z","Project":"wwverticals","Slug":"option\u002Fpublish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"64a461aca471ef30b9021812"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210903-why-rage-quitting-is-all-the-rage-this-year","worklife\u002Farticle\u002F20220817-why-workers-just-wont-stop-quitting","worklife\u002Farticle\u002F20220902-the-search-for-meaning-at-work"],"relatedTag":null,"summaryLong":"Some sectors are crying out for employees – but workers think they can do better elsewhere.","summaryShort":"Jobs in some sectors have been open for literal years – and may continue to be","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2022-09-11T19:52:25.933141Z","entity":"article","guid":"a1a62d69-86ec-4d9a-9bdd-2227098d47e9","id":"worklife\u002Farticle\u002F20220908-the-jobs-employers-just-cant-fill","modifiedDateTime":"2022-09-21T13:27:20.661397Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20220908-the-jobs-employers-just-cant-fill","cacheLastUpdated":1692600645401},"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":"64a4617ba471ef2ea6418605","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Some companies are asking candidates to attend multiple interviews. But too many rounds could be a red flag – and even drive candidates away.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cem\u003EAs we head into 2022, Worklife is running our best, most insightful and most essential stories from 2021. When you&rsquo;re done with this article, check out our \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Fcolumns\u002Fbest-of-worklife-2021\u002F\"\u003Efull list of the year&rsquo;s top stories\u003C\u002Fa\u003E.&nbsp;\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EEvery jobseeker welcomes an invitation to a second interview, because it signals a company&rsquo;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 &ndash; and it&rsquo;s not even clear how close you are to the &lsquo;final&rsquo; interview?&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThat&rsquo;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 &ndash; but only after he&rsquo;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.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;When I responded to the internal HR, I even asked, &lsquo;Are these the final rounds?&rsquo;,&rdquo; he says. &ldquo;The answer I got back was: &lsquo;We don&rsquo;t know yet&rsquo;.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThat&rsquo;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&rsquo;s touched a nerve with fellow job-seekers, who&rsquo;ve viewed it 2.6 million times as of this writing. Conley says he&rsquo;s received about 4,000 public comments of support, and &ldquo;four times that in private comments&rdquo; from those who feared being tracked by current or prospective employers.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;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,&rdquo; he says. Of course, Conley never expected his post would go viral, &ldquo;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&rsquo;re not alone&rdquo;.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EIn fact, the internet is awash with similar stories jobseekers who&rsquo;ve become frustrated with companies &ndash; particularly in the tech, finance and energy sectors &ndash; 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&rsquo;s no clear information on exactly how many hoops they&rsquo;ll have to jump through to stay in the running for a role?&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe importance of streamlined hiring\u003C\u002Fstrong\u003E&nbsp;\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&rsquo;t struggle in the job, and that the company won&rsquo;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&rsquo;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. &ldquo;Preferably, it&rsquo;s three to four rounds, maximum,&rdquo; she says. &ldquo;For positions below director level, it&rsquo;s a maximum of three; preferably two.&rdquo;&nbsp;\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.&nbsp;\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&rsquo;s direct manager, their supervisor and human resources. If it&rsquo;s a C-suite position, it may include other C-suite executives and, possibly, some tenured employees. Yet, it&rsquo;s important not to get too many people involved.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;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,&rdquo; 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.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EHire &ndash; or risk losing candidates\u003C\u002Fstrong\u003E&nbsp;\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&rsquo;s experience shows, drawn-out interview processes can impact negatively on candidates&rsquo; 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&rsquo;t hear back from the employer within two weeks &ndash; or 10 business days &ndash; after the initial interview. That number jumps to 77% if there is no status update within three weeks.&nbsp;\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 &ldquo;breadcrumbing&rdquo; &ndash; or stringing along &ndash; candidates. Now, he says, it&rsquo;s become more consolidated: If anyone is still breadcrumbing today, &ldquo;they&rsquo;re risking losing candidates because there are so many opportunities [for them]&rdquo;.&nbsp;\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.&nbsp;\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&rsquo;s control &ndash; potentially moving the recruitment goalposts. If valid reasons aren&rsquo;t communicated clearly, however, that may be a red flag for jobseekers.&nbsp; &nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EMcDonald says that if a company is indecisive, it can provide a candidate with crucial insight into its culture. &ldquo;If the decision-making process is this difficult for the organisation &ndash; if they&rsquo;re not able to pull the trigger after three or four interviews and you&rsquo;ve done everything asked of you and they&rsquo;re still unsure &ndash; then that&rsquo;s a key indicator of what it might be like to work for that organisation and those managers,&rdquo; 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&rsquo;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. &ldquo;If you have to bow out, bow out gracefully,&rdquo; he adds.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E&lsquo;Building bad processes&rsquo;\u003C\u002Fstrong\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThat&rsquo;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.&nbsp;\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&rsquo;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&nbsp;\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, &ldquo;but it took me a while to value myself to get to the point I&rsquo;m at now&rdquo;. After all the hoops he&rsquo;s jumped through in recent months, however, he still believes companies are trying their best.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;They&rsquo;re really worried about picking the right candidates, but in building in that worry, they&rsquo;re building a process that doesn&rsquo;t allow them to get to the candidates they thought they were going after,&rdquo; he says. &ldquo;These complicated processes are actually making quality candidates go elsewhere.&rdquo;\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":"2022-02-25T07:12:08.734849Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20210727-the-rise-of-never-ending-job-interviews","cacheLastUpdated":1692600645403},"worklife\u002Farticle\u002F20211206-can-you-ever-beat-an-internal-candidate-for-a-job":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20211206-can-you-ever-beat-an-internal-candidate-for-a-job","_id":"64a4617ba471ef0d647c5a75","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"You apply for a job – only for it to go to an internal candidate. Were you wasting your time all along?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EYou&rsquo;ve found a job advert that excites you, and you&rsquo;re already readying yourself to send off an application. Yet, with a little closer examination, the advert seems somehow&hellip; off. Maybe the information about the day-to-day role is surprisingly brief, or the application window is very short. Congratulations: you&rsquo;ve identified a position that&rsquo;s probably aimed squarely at an internal candidate &ndash; one who&rsquo;s already been picked.\u003C\u002Fp\u003E\n\u003Cp\u003EApplying for jobs internal candidates will almost certainly fill can be hugely demoralising. The applications and cover letters &ndash; even the emotional energy you spend on the process &ndash; end up feeling like a complete waste of your time. Is there a way you can spot these postings in advance to save yourself time and effort &ndash; and if you suspect there&rsquo;s an internal candidate in play, is it even worth applying for a role?\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E&lsquo;Sketchy&rsquo; processes\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhy post a position when it&rsquo;s barely open in the first place?\u003C\u002Fp\u003E\n\u003Cp\u003EWhether they have a preferred internal candidate or not, some organisations are required to post jobs openly. &ldquo;This is usually the case in the public sector, but may also be a governance requirement in the private sector,&rdquo; says Lauri Vaisto, a former recruiter who&rsquo;s now the strategy and employer brand consultant for the Swedish job-search engine Jobbland.\u003C\u002Fp\u003E\n\u003Cp\u003EThe idea behind requiring organisations to open hiring to all applicants is recruitment should be meritocratic, adds Daphne Lok, an HR manager in Sydney. &ldquo;So, if it&rsquo;s going to be based on merit, how do you determine what that merit is unless you have comparison candidates?&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003ESometimes the requirement exists for immigration purposes, to ensure that a foreign resident is only hired for a job that a local can&rsquo;t fill. For instance, in Australia, companies generally need to have an \u003Ca href=\"https:\u002F\u002Fimmi.homeaffairs.gov.au\u002Fvisas\u002Femploying-and-sponsoring-someone\u002Fsponsoring-workers\u002Fnominating-a-position\u002Flabour-market-testing\"\u003Eopen recruitment process\u003C\u002Fa\u003E, even if they already know the overseas worker they want to hire.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20211206-can-you-ever-beat-an-internal-candidate-for-a-job-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211206-can-you-ever-beat-an-internal-candidate-for-a-job-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIdeally, all these postings are genuinely competitive, rather than a tick-box obligation before an employer is finally allowed to hire the intended candidate. Yet, all too many job seekers have shared stories of applying for a job, seeing that an internal hire was made and suspecting &ndash; or being told &ndash; the company&rsquo;s intention was to hire that current employee all along.\u003C\u002Fp\u003E\n\u003Cp\u003EExternal candidates are not the only ones who notice how unfair this process can be; internal employees can also see the problems &ndash; even if they are the ones who theoretically benefit. Last year, Jake, a worker at a meat processing factory in the Southern US, was on the internal side of the equation. The 24-year-old was overqualified, and many employees had taken early retirement due to Covid-19, so Jake soon moved from manual work on the floor to computer-based work in the packaging warehouse. Eventually, he was offered a supervisory position.\u003C\u002Fp\u003E\n\u003Cp\u003EThe way it came about was strange, though. The department head came into the office where Jake and a colleague were working, saying that he wanted those in the room to know that the job had been posted, and that he couldn&rsquo;t promote the person he wanted to unless they applied formally through the website. It was clear that he was talking about Jake.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;I remember that part well, because it stuck out to me as a little sketchy that he wouldn&rsquo;t say it directly for whatever reason,&rdquo; recounts Jake. He assumed this was a breach of equal-opportunity laws. &ldquo;I found the job posted listed only as &lsquo;WAREHOUSE&rsquo; with almost no description, no title or real requirements.&rdquo; Once he applied, he was quickly offered the post, even without knowing the job title.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211206-can-you-ever-beat-an-internal-candidate-for-a-job-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"I found the job posted listed only as ‘WAREHOUSE’ with almost no description, no title or real requirements – Jake","id":"worklife\u002Farticle\u002F20211206-can-you-ever-beat-an-internal-candidate-for-a-job-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOf course, for Jake and his department head, this &lsquo;sketchy&rsquo; experience had a positive outcome: Jake got a promotion and a pay rise, while the manager got his preferred candidate in the post. But for anyone else applying to the role, this &lsquo;search&rsquo; for a fitting candidate became a demoralising waste of time.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWarning signs\u003C\u002Fstrong\u003E\u003Cstrong\u003E&nbsp;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIn Jake&rsquo;s case, the nearly blank job ad was clearly not designed to attract many applicants. But internally geared job ads aren&rsquo;t always so obvious.\u003C\u002Fp\u003E\n\u003Cp\u003EVaisto, the Jobbland consultant, offers some clues as to whether a position is likely to be filled from within:\u003C\u002Fp\u003E\n\u003Cul\u003E\n\u003Cli\u003E\n\u003Cp\u003EThe job is advertised only on the employer&rsquo;s website\u003C\u002Fp\u003E\n\u003C\u002Fli\u003E\n\u003Cli\u003E\n\u003Cp\u003EThe vacancy seems challenging to fill, but the application time is remarkably short\u003C\u002Fp\u003E\n\u003C\u002Fli\u003E\n\u003Cli\u003E\n\u003Cp\u003EThe job ad doesn&rsquo;t provide contact information or a timescale, or is unusually concise\u003C\u002Fp\u003E\n\u003C\u002Fli\u003E\n\u003Cli\u003E\n\u003Cp\u003EThe job description is vague, or is written in a way that assumes the applicant has more information about the job than would realistically be expected of an external applicant\u003C\u002Fp\u003E\n\u003C\u002Fli\u003E\n\u003Cli\u003E\n\u003Cp\u003EThe experience and skills required are described with unusual precision, or require an atypical combination of skills that can only reasonably be expected to be met in-house\u003C\u002Fp\u003E\n\u003C\u002Fli\u003E\n\u003C\u002Ful\u003E\n\u003Cp\u003EThese can be tell-tale signs &ndash; but it&rsquo;s still important to note list isn&rsquo;t gospel. &ldquo;Then again,&rdquo; cautions Vaisto, &ldquo;we have to remember that sometimes there are just badly\u002Fhastily written job postings. Even if all of the above were to happen, it is not automatically a case of deliberately trying to be misleading.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EAnd not all job postings aimed at internal candidates are sketchy. Some companies do explicitly state an internal candidate exists for a given role, but that external applications are still welcome. One such company is the Washington Post. According to managing editor Tracy Grant, &ldquo;Stating that an internal candidate has been identified is a long-standing practice and applies to only a small share of our job postings. We aim to be as transparent as possible when we have someone in mind for a role, and often times other candidates emerge and we may interview them for that role or future opportunities.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211206-can-you-ever-beat-an-internal-candidate-for-a-job-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211206-can-you-ever-beat-an-internal-candidate-for-a-job-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESo, if you know there&rsquo;s an internal candidate for a role that&rsquo;s been advertised &ndash; or suspect from the job advertisement that there is one &ndash; it&rsquo;s likely still worth applying.\u003C\u002Fp\u003E\n\u003Cp\u003EJed DeVaro, a management professor at California State University, East Bay, believes an external applicant has the best chance of getting a foot in the door at a new company if they set their sights slightly lower. Especially at higher levels of seniority, companies often hold \u003Ca href=\"https:\u002F\u002Fwol.iza.org\u002Farticles\u002Finternal-hiring-or-external-recruitment\u002Flong\"\u003E&lsquo;biased promotion contests&rsquo;\u003C\u002Fa\u003E in which an external applicant has to be far stronger than an internal applicant in order to have a chance.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;Where it becomes really challenging for the external hires is if the move involves not just an external move, but also a promotion at the same time,&rdquo; says DeVaro, who&rsquo;s also the author of Strategic Compensation and Talent Management: Lessons for Managers. &ldquo;So, where the external hire is in a much better spot is if he or she is competing with an internal candidate who&rsquo;s one level down.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EAs dispiriting as it can be to get passed over for jobs, the best strategy may ultimately be to obtain as much information as possible about the role and the company, and chalk up the process to experience if you don&rsquo;t secure a position after all. Even if a recruiter is just filling a quota for interviews, going through the process might reap benefits for the applicant later on.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;It&rsquo;s an investment in building a relationship,&rdquo; according to Michele Aguilar Carlin, the executive vice president of the US-based HR Policy Association. &ldquo;Especially now, with how scarce talent is, the right job may come up,&rdquo; and the hiring manager may remember an applicant for a previous position.\u003C\u002Fp\u003E\n\u003Cp\u003EEventually, the external may become the internal.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211206-can-you-ever-beat-an-internal-candidate-for-a-job-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-12-08T14:34:09Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Can you ever beat an internal candidate for a job?","headlineShort":"The job candidates you can't beat?","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"You apply for a job – only for it to go to an internal candidate. Were you wasting your time all along?","summaryShort":"When there’s an internal candiate in play for a job, is it even worth applying?","tag":[],"textToSpeech":false,"creationDateTime":"2021-12-07T23:52:57.22128Z","entity":"article","guid":"2b6243cf-00fa-433a-80db-1c9869054e6e","id":"worklife\u002Farticle\u002F20211206-can-you-ever-beat-an-internal-candidate-for-a-job","modifiedDateTime":"2022-02-25T07:19:03.235459Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20211206-can-you-ever-beat-an-internal-candidate-for-a-job","cacheLastUpdated":1692600645403},"worklife\u002Farticle\u002F20220311-why-workers-and-employers-are-ghosting-each-other":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20220311-why-workers-and-employers-are-ghosting-each-other","_id":"64a4617ca471ef2ebf29ec9e","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Falex-christian"],"bodyIntro":"Rather than sending a withdrawal or rejection email, workers and employers are simply cutting off contact during the hiring process. Are we stuck in a ‘ghosting’ spiral?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cem\u003EAs 2022 comes to a close, we're bringing back our favourite pieces of the year. See the rest of our&nbsp;\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Ftags\u002Fbest-of-worklife-2022\u002F\"\u003EBest of Worklife 2022 collection\u003C\u002Fa\u003E&nbsp;for more great reads.\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EWhen Laura was invited for a final-stage interview at a multinational music corporation based in London, she thought she was on the cusp of landing her dream role. After passing a first-round phone interview and meeting team members in person, all Laura had to do was meet a senior-level executive. &ldquo;It was presented to me as a formality,&rdquo; she says. &ldquo;The interview went well, and I was later told I&rsquo;d got the job.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EAnd then &ndash; nothing. Despite receiving initial guarantees she would be joining the team, the email formally confirming Laura's role never arrived. She&rsquo;d send occasional follow-ups to the firm&rsquo;s HR department only to receive non-committal replies.&nbsp;&ldquo;It was always me instigating the conversation,&rdquo; says Laura. &ldquo;The last message I received said they promised to contact me as soon as they had more information on my new role. I never heard from them again.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003ELaura had been ghosted. Rather than sending her a formal rejection or an explanation of what had happened, her potential employer ignored her. It&rsquo;s a practice that&rsquo;s common in the recruitment process; one recent study of 1,500 global workers found that \u003Ca href=\"https:\u002F\u002Fwww.greenhouse.io\u002Fblog\u002Fkey-learnings-from-the-2022-greenhouse-candidate-experience-report\"\u003E75% of jobseekers\u003C\u002Fa\u003E have been ghosted by a company after a job interview. Employers openly acknowledge that they do it; only \u003Ca href=\"https:\u002F\u002Fwww.indeed.com\u002Flead\u002Fimpact-of-covid-19-on-job-seeker-employer-ghosting\"\u003E27% of US employers\u003C\u002Fa\u003E surveyed by job listings site Indeed said they hadn&rsquo;t ghosted a candidate in the past year.\u003C\u002Fp\u003E\n\u003Cp\u003EBut it&rsquo;s not just companies. Right now, employees are ghosting back &ndash; and potentially in higher numbers than ever before. In the same 2021 Indeed survey, 28% of workers said that they&rsquo;d ghosted an employer &ndash; compared to 19% two years before. The phenomenon seems to be happening at all stages of the recruitment process. While some employers reported that candidates cut off communications following an initial phone screening, a quarter said new hires had &ldquo;no-showed&rdquo; on their first day at work.\u003C\u002Fp\u003E\n\u003Cp\u003EGhosting is considered bad practice for both companies and workers; no one likes being on the receiving end of it. Yet its rise seems inexorable: digital hiring processes deluge companies with candidates, making replying to everyone hard, even as labour shortages give job-hunters more options as employers scramble for talent. Is the inevitable consequence of this an increasingly discourteous recruitment process &ndash; or can steps be taken by both sides to avert a downward spiral?\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EEasier &ndash; but more impersonal?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E&lsquo;\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20190118-how-people-are-ghosting-their-employers\"\u003EGhosting\u003C\u002Fa\u003E&rsquo; was originally coined in the dating world: it meant a sudden, unexpected end to all contact. It&rsquo;s a social phenomenon increasingly being co-opted in the workplace &ndash; and put into practice on either side of the interview table.\u003C\u002Fp\u003E\n\u003Cp\u003EBeing able to suddenly drop communications during the recruitment process generally favours the party in the more \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20220210-can-newfound-worker-power-change-the-workplace-for-good\"\u003Epowerful position\u003C\u002Fa\u003E. Traditionally, employers have been more likely to ghost than the workforce. However, even before Covid-19, ghosting had become a \u003Ca href=\"https:\u002F\u002Fwww.washingtonpost.com\u002Fbusiness\u002F2018\u002F12\u002F12\u002Fworkers-are-ghosting-their-employers-like-bad-dates\u002F?noredirect=on\"\u003Egrowing trend among candidates\u003C\u002Fa\u003E, too: thanks to a tightening job market, they could afford to begin mimicking companies&rsquo; behaviour.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20220311-why-workers-and-employers-are-ghosting-each-other-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Candidates are being approached all the time with an abundance of jobs to choose from. If they have multiple applications on the go, it can be easier to simply ignore one of them – Craig Freedberg","id":"worklife\u002Farticle\u002F20220311-why-workers-and-employers-are-ghosting-each-other-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBut the pandemic has acted as a catalyst, fuelling the current spike. Yuletta Pringle, of the Society for Human Resource Management, based in Virginia, US, says the rise is coming from both workers and employers.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EPringle attributes the uptick to the fall-out from the Great Resignation. &ldquo;Labour shortages have left employers pinched and desperate to hire, meaning they have to push out a ton of feelers online and may not be able to respond to everyone,&rdquo; she explains. &ldquo;On the employee side, there are so many job vacancies &ndash; they may be ghosting potential employers as they search for their ideal role and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20211129-should-you-job-hunt-constantly\"\u003Emove around the recruitment process\u003C\u002Fa\u003E.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EIn many cases, recruitment processes have been digitised. Job-search algorithms place the open positions right in front of workers. &lsquo;Easy apply&rsquo; options mean candidates can send off resumes for multiple jobs more effortlessly than ever.&nbsp;Virtual interviews have improved accessibility, increasing opportunities for employers and workers to find the best fit. &ldquo;Before the pandemic, only a fraction of interviews brokered through us would be done virtually,&rdquo; says Craig Freedberg, a regional director at recruitment firm Robert Half, based in London. &ldquo;Now, 99% of our first-stage interviews are via Zoom calls.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, the convenience of digitised and virtual recruitment comes at a cost. Employers are having to both widen their net and interview more people as a result of the hiring crisis. That creates a knock-on effect for hiring managers who, whether inside firms or at external recruitment companies, are dealing with a glut of applicants and roles. &ldquo;Much of the ghosting we&rsquo;re seeing today may simply be the fact that someone just can&rsquo;t get back to everyone,&rdquo; says Pringle.&nbsp;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThe loss of in-person interviews may also be a factor in ghosting by both parties. &ldquo;It can sometimes be harder to build a rapport with someone virtually,&rdquo; says Freedberg. &ldquo;The emotional investment of travelling to meet someone for an in-person interview is difficult to replicate when you&rsquo;re clicking on a calendar link from home, and it&rsquo;s easier for employers to ghost when you&rsquo;re losing that human, face-to-face element.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EThe process can, therefore, feel increasingly transactional. And, in the current buoyant job market, applicants may well be swamped, too. &ldquo;Candidates are being approached all the time with an abundance of jobs to choose from,&rdquo; says Freedberg. &ldquo;If they have multiple applications on the go, it can be easier to simply ignore one of them.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220311-why-workers-and-employers-are-ghosting-each-other-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0btvx9b"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220311-why-workers-and-employers-are-ghosting-each-other-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EBalancing ghosting and professionalism\u003C\u002Fstrong\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EMarket conditions may well mean that not replying to every lead or candidate is becoming more normalised. But ghosting comes with downsides to both employers and candidates: it leaves a bad impression &ndash; likely ending a professional relationship before it&rsquo;s even begun.\u003C\u002Fp\u003E\n\u003Cp\u003EFor that reason, some companies, particularly relationship-led ones, remain staunchly anti-ghosting &ndash; even if they&rsquo;ve been on the receiving end themselves.&nbsp;&ldquo;In our industry, it&rsquo;s very important to be approachable and build strong relationships, so we&rsquo;re certainly anti-ghosting,&rdquo; says Christoph Hardt, founder of consultancy marketplace Comatch, based in Berlin. &ldquo;Nevertheless, we&rsquo;re seeing more of our requests to consultants go unanswered. That can be seen as unprofessional, but it&rsquo;s a consequence of the current market: a worker may ghost simply because they&rsquo;re too busy.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EPringle suggests that both employers and workers could benefit from thinking about what constitutes ghosting and where this strays into unprofessionalism. &ldquo;If you have a job posting and, through your digital process, you push out your vacancy to hundreds of candidates but don't reply to each one individually, is that ghosting? Or, would ghosting be once you've made some contact both ways and then communication drops? It would be helpful to define it first.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003ELike its dating namesake, Freedberg believes that interview ghosting is rooted in a lack of commitment. &ldquo;A precursor to ghosting is when either party doesn&rsquo;t feel bought into the process or has that emotional investment,&rdquo; he says. &ldquo;There has to be greater emphasis on approaching people you genuinely think are right for the job. And, if someone takes time out of their day for an interview, virtually or in person, they deserve feedback.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220311-why-workers-and-employers-are-ghosting-each-other-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"There were no excuses to ghost me: I’d invested so much time and energy reaching that point, only for them to drop off the face of the Earth – Laura","id":"worklife\u002Farticle\u002F20220311-why-workers-and-employers-are-ghosting-each-other-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EPringle believes responsibility for communication still falls on the employer&rsquo;s side &ndash; and says the right kind of communication can limit the prospect of ghosting from the outset. &ldquo;If the employer is as clear and specific on the requirements of the position as possible, right at the beginning of the hiring process, then that could help reduce ghosting on the employees&rsquo; side,&rdquo; she says.\u003C\u002Fp\u003E\n\u003Cp\u003EKeeping in touch with candidates during the recruitment process is also important, stresses Freedberg. &ldquo;Much of the time, it&rsquo;s just about managing expectations,&rdquo; he says. &ldquo;If there are delays to the recruitment process on either side, responding to people&rsquo;s emails and letting them know will always be considered good practice.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EBut workers have responsibilities, too. Freedberg suggests that rather than applying for jobs on autopilot, workers mindfully select positions that offer a good cultural fit. Otherwise, they risk wasting recruiters&rsquo; time. &ldquo;If a candidate agrees to meet an employer for an interview, then decides to ghost, then that&rsquo;s something a client won&rsquo;t be happy with,&rdquo; he adds. &ldquo;It&rsquo;s just bad practice.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EGenerally speaking, for both sides, the rule of thumb seems to be that the further you go down the recruitment process, the less acceptable it is to ghost. The more effort an applicant or a company has invested in the recruitment process, the ruder an abrupt end to contact will feel. Inevitably, it will leave a bad impression &ndash; as was the case for Laura.\u003C\u002Fp\u003E\n\u003Cp\u003EIn the end, she never received a rejection email. Instead, the delays, doubt and ghosting she experienced inflicted a deeper psychological blow &ndash; one that caused her to rethink her entire career. &ldquo;I&rsquo;d rather have just been told that for whatever reason I didn&rsquo;t get the job,&rdquo; she says. &ldquo;There were no excuses to ghost me: I&rsquo;d invested so much time and energy reaching that point, only for them to drop off the face of the Earth.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220311-why-workers-and-employers-are-ghosting-each-other-6"}],"collection":null,"disableAdverts":false,"displayDate":"2022-03-15T13:08:24Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why workers and employers are ghosting each other","headlineShort":"The unstoppable rise of 'ghosting'","image":["p0btvwgl"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2022-02-27T22:52:24.455144Z","Project":"wwverticals","Slug":"option\u002Fpublish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"64a461aca471ef30b9021812"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210727-the-rise-of-never-ending-job-interviews","worklife\u002Farticle\u002F20220210-can-newfound-worker-power-change-the-workplace-for-good","worklife\u002Farticle\u002F20211206-can-you-ever-beat-an-internal-candidate-for-a-job"],"relatedTag":null,"summaryLong":"Rather than sending a withdrawal or rejection email, workers and employers are simply cutting off contact during the hiring process. Are we stuck in a ‘ghosting’ spiral?","summaryShort":"Workers and recruiters alike are going radio silent. What's going on?","tag":["tag\u002Fhow-we-work","tag\u002Fbest-of-worklife-2022"],"textToSpeech":false,"creationDateTime":"2022-03-14T19:48:31.191902Z","entity":"article","guid":"984fbb10-b96e-40df-a533-df39f513292a","id":"worklife\u002Farticle\u002F20220311-why-workers-and-employers-are-ghosting-each-other","modifiedDateTime":"2022-12-13T17:51:21.107872Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20220311-why-workers-and-employers-are-ghosting-each-other","cacheLastUpdated":1692600645402},"worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers","_id":"64a46177a471ef0d41459980","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"An increasing number of brands are extending size ranges. It’s an improvement for plus-size consumers – but are companies’ motivations always in the right place?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ENothing makes Aisha Fairclough feel more like a valued shopper than when a retailer&rsquo;s clothing fits her. &ldquo;Being able to walk into a store and find your size makes customers feel they are seen,&rdquo; she says.&nbsp; \u003C\u002Fp\u003E\n\u003Cp\u003EFor years, this experience occurred infrequently for Fairclough, the cofounder of Body Confidence Canada, as few mass retailers sold styles in a wide range of sizes. Consumers like her, categorised as &lsquo;plus size&rsquo;, have mostly had to shop at speciality retailers for clothes, even though the average \u003Ca href=\"https:\u002F\u002Fwww.refinery29.com\u002Fen-ca\u002F2018\u002F10\u002F213615\u002Fcanadian-plus-size-clothes-inclusive-designers\"\u003ECanadian woman wears about a size 14\u003C\u002Fa\u003E (a UK size 18). Most women in the \u003Ca href=\"https:\u002F\u002Fwww.today.com\u002Fstyle\u002Fwhat-s-average-size-16-new-normal-us-women-t103315\"\u003EUS\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.independent.co.uk\u002Flife-style\u002Fhealth-and-families\u002Fwomens-body-changes-1957-self-image-fashion-weight-health-sizes-positive-a7633036.html\"\u003EUK\u003C\u002Fa\u003E also belong to this group, and have found \u003Ca href=\"https:\u002F\u002Fwww.huffpost.com\u002Fentry\u002Fplus-size-shopping-frustrating-things_n_7163956\"\u003Eshopping\u003C\u002Fa\u003E exhausting in an industry that has habitually excluded them to promote a thin and often unattainable ideal, even as consumers have increasingly worn larger sizes on average throughout the last few decades.\u003C\u002Fp\u003E\n\u003Cp\u003EBut during the past five years, the body positivity and fat acceptance movements have grown popular enough to influence mainstream culture. &ldquo;Celebrities and fashion groups have outwardly endorsed plus-size models,&rdquo; says Tom Burgess, industry analyst for the US-based global market research firm IBISWorld. &ldquo;Marketing campaigns, such as Dove&rsquo;s Real Beauty, encouraged body positivity, leading to growth in the downstream market as plus-size men and women spend more time on their image.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAs a result, both independent fashion brands and multinational corporations in North America and the UK have extended their size ranges. In fact, the plus-size market has been growing twice as fast as the straight-size market, says Alice Rodrigues, senior consultant at Alvanon, an international apparel-business consulting firm. In the UK, plus-size women's clothing stores had an \u003Ca href=\"https:\u002F\u002Fwww.ibisworld.com\u002Funited-kingdom\u002Fmarket-research-reports\u002Fplus-size-womens-clothing-stores-industry\u002F\"\u003Eaverage industry growth of 1.9%\u003C\u002Fa\u003E from 2015 to 2020, and a market size of &pound;734m ($963m), according to IBISWorld. In contrast, the UK&rsquo;s clothing sector overall experienced a negative \u003Ca href=\"https:\u002F\u002Fwww.ibisworld.com\u002Funited-kingdom\u002Fmarket-research-reports\u002Fclothing-retailing-industry\u002F\"\u003Eaverage industry growth of -0.8%\u003C\u002Fa\u003E during the same period. Even amid the pandemic, as fashion consumption drops, the plus-size clothing industry&rsquo;s profits are projected to grow. Similar trends can be found in the US, where the market value of the \u003Ca href=\"https:\u002F\u002Fwww.telegraph.co.uk\u002Ffashion\u002Fnews\u002Fplus-size-one-clothing-sectors-have-grown-year-isnt-choice\u002F\"\u003Eplus-size apparel industry has an estimated worth of $24bn\u003C\u002Fa\u003E (&pound;18.3bn). \u003C\u002Fp\u003E\n\u003Cp\u003EFollowing in the footsteps of companies such as H&amp;M, Nike, Anthropologie, Asos and Reformation, Lululemon Athletica is one of the latest retailers to offer &lsquo;inclusive sizing&rsquo;. The yoga outfitter \u003Ca href=\"https:\u002F\u002Fwww.bloomberg.com\u002Fnews\u002Farticles\u002F2020-09-08\u002Flululemon-once-chided-for-body-shaming-to-offer-larger-sizes\"\u003Eannounced in September\u003C\u002Fa\u003E that it had expanded its apparel to a US size 20 (UK size 24). The move comes seven years after the company&rsquo;s chairman Chip Wilson resigned \u003Ca href=\"https:\u002F\u002Fabcnews.go.com\u002FUS\u002Flululemon-founder-chip-wilson-blames-womens-bodies-yoga\u002Fstory?id=20815278#:~:text=Lululemon%20Founder%20Blames%20Women's%20Bodies,t%20work%22%20for%20their%20pants.&amp;text=%22Frankly%2C%20some%20women's%20bodies%20just,TV's%20%22Street%20Smart%22%20program.\"\u003Efollowing his remarks\u003C\u002Fa\u003E that &ldquo;some women's bodies just don't actually work&rdquo; for Lululemon&rsquo;s leggings. In 2005, Wilson said that selling clothes bigger than a size 12 (UK size 16) &ndash; the cut off for so-called &lsquo;straight sizes&rsquo; &ndash; would be a &ldquo;\u003Ca href=\"https:\u002F\u002Fwww.huffpost.com\u002Fentry\u002Flululemon-plus-size_n_3675605\"\u003Emoney loser\u003C\u002Fa\u003E&rdquo; for his business.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"As the plus-size market has opened up, many consumers who’ve been ignored by straight-size retailers for years are sceptical about the touted ‘embrace of inclusivity’","id":"worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBut as the plus-size market has opened up, many consumers who&rsquo;ve been ignored by straight-size retailers for years are sceptical about the touted &lsquo;embrace of inclusivity&rsquo;. They may be on to something: marketing experts say that adding these sizes can help a brand appear more progressive and less elitist, and retailers stand to profit from size inclusion as the percentage of consumers who wear plus-size clothes rises.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E&lsquo;A slap in the face&rsquo;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EYet, when companies \u003Cem\u003Edo \u003C\u002Fem\u003Eadd plus-sized options, there are still many ways that they can strike the wrong chord with their target market. The British retailer \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fbusiness-44121064\"\u003ENew Look made international headlines\u003C\u002Fa\u003E in 2018 and faced accusations of instituting a &ldquo;fat tax&rdquo; after selling \u003Ca href=\"https:\u002F\u002Fwww.cosmopolitan.com\u002Fuk\u002Ffashion\u002Fa20713961\u002Fnew-look-plus-size-clothing-pricing-fat-tax\u002F\"\u003Eselect plus-size garments for 15% more\u003C\u002Fa\u003E than the comparable garments in straight sizes. &ldquo;Charging more for plus-size clothing is offensive and insulting because you are prioritising smaller-size customers,&rdquo; says Fairclough. &ldquo;What's equitable about that?&rdquo; \u003C\u002Fp\u003E\n\u003Cp\u003EThere&rsquo;s also concern that the traditional retailers broadening their ranges aren&rsquo;t truly inclusive because they offer a limited number of large sizes rather than a variety of them.&nbsp;&ldquo;Inclusive sizing means that all bodies are included in fashion,&rdquo; says Fairclough. &ldquo;Instead, it's like designers pick a number that they think is big enough to include plus sizes and they stop. Some brands have started to cater to modestly plus-size shoppers, but they have not gone far enough.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EThoma&iuml; Serdari, professor of marketing at New York University&rsquo;s Leonard N Stern School of Business, says that consumers consider it &ldquo;a slap in the face&rdquo; when a retailer launches a plus collection that only includes the smallest sizes in the category. It gives the impression that companies are just trying to grab a share of the market without a real commitment to the community. &ldquo;This is really even more disrespectful for consumers,&rdquo; she says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ELululemon is already contending with concerns from members of the plus-size community who say that simply expanding to a size 20 doesn&rsquo;t cut it. In the US, where the Canadian company has a significant following, the \u003Ca href=\"https:\u002F\u002Fwww.forbes.com\u002Fsites\u002Fdidemtali\u002F2016\u002F09\u002F30\u002Fthe-average-woman-size\u002F#547644e12791\"\u003Eaverage woman wears between a size 16 and 18\u003C\u002Fa\u003E (UK size 20 and 22). This means that many consumers need sizes well beyond a 20. Fairclough, for example, says she wears between a size 18 and 22, depending on the clothing brand.\u003C\u002Fp\u003E\n\u003Cp\u003EIn response to the criticism that it is not inclusive enough, Lululemon reportedly took to social media to call the rollout of its additional sizes &ldquo;\u003Ca href=\"https:\u002F\u002Fca.style.yahoo.com\u002Flululemon-size-expansion-draws-mixed-reviews-161921890.html\"\u003Ea first step\u003C\u002Fa\u003E&rdquo;, suggesting that it will diversify its offerings in the future. \"Earlier this year, we took the important first step toward creating a more inclusive product assortment by introducing new size range and fit offerings. This is just the beginning and we will continue to increase our size and fit offerings every season going forward,\" a Lululemon spokesperson told the BBC.\u003C\u002Fp\u003E\n\u003Cp\u003EMarie Southard Ospina, a Hebden Bridge, UK-based journalist who covers body-image issues, says she suspected that the popularity of body positivity would lead brands to capitalise on the trend. &ldquo;When I see brands with a history of either ignoring or outright belittling fat bodies try to get in on the trend by adding a few sizes, it doesn't feel like they care about fat people,&rdquo; she says. &ldquo;Virtue signalling is definitely a good term for it.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWalk the walk\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EMisdeeds like charging customers more for plus sizes or speaking ill of women&rsquo;s bodies require brands to rehabilitate their image. But even as they make strides, companies shouldn&rsquo;t assume that consumers will forgive them, says Ludovica Cesareo, an assistant professor of marketing at the College of Business of Lehigh University in the US. &ldquo;Just because you launch a plus-size line doesn&rsquo;t mean they&rsquo;re going to all of a sudden buy your brand,&rdquo; she says. &ldquo;Consumers really care about values, and so they want to buy from brands that reflect the values they believe in.&rdquo;\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"It's like designers pick a number that they think is big enough to include plus sizes and they stop – Aisha Fairclough","id":"worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ECesareo points to mainstream brands like Fabletics and Nike for offering plus size apparel years ago. She singles out Nike for including \u003Ca href=\"https:\u002F\u002Fwww.cnn.com\u002Fstyle\u002Farticle\u002Flondon-nike-mannequins-scli-intl\u002Findex.html\"\u003Eplus-size mannequins in its flagship London store\u003C\u002Fa\u003E in 2019, sending the message that the company values customers of all body types. At the time, Nike \u003Ca href=\"https:\u002F\u002Fwww.telegraph.co.uk\u002Fwomen\u002Flife\u002Fobese-mannequins-selling-women-dangerous-lie\u002F\"\u003Efielded some criticism\u003C\u002Fa\u003E from people incredulous that shoppers who wear plus sizes engage in physical fitness. Still, web \u003Ca href=\"https:\u002F\u002Fwww.ypulse.com\u002Farticle\u002F2019\u002F06\u002F14\u002Fnikes-plus-size-controversy-is-boosting-profits-on-the-viral-list\u002F\"\u003Esearches for the brand&rsquo;s\u003C\u002Fa\u003E plus-size clothes spiked shortly after the mannequins debuted, drawing attention to the fact that people of all body types work out&mdash;a bigger body doesn&rsquo;t mean an inactive one. \u003C\u002Fp\u003E\n\u003Cp\u003EOspina agrees that she would much rather give her money to retailers that have made an effort to listen to plus-size consumers and hire plus-size people than those that have overlooked &ndash; or, worse &ndash; insulted the community. As a plus-size consumer, she opts for brands with a track record of caring about larger people, especially independent brands that &ldquo;often have plus-size people at the helm of their business &shy;&ndash; or if they don't, they do their best to talk to, work with and centre fat folks as much as possible&rdquo;. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EHow to succeed in business\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EUltimately, retailers must go beyond merely producing clothing in a range of sizes if they hope to succeed with a body-diverse clientele, asserts Cesareo. They have to connect on a personal level with consumers who wear plus-size clothes. That means signalling to shoppers that they are seen, understood and important to retailers.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EFairclough appreciates the Canadian brands and designers who served customers of all sizes before it became de rigueur. In this group, she includes designers such as Joseph Ribkoff, Anika Reid and Jeanie Becker as well as the retailer Toni Plus.\u003C\u002Fp\u003E\n\u003Cp\u003EShe remains wary, however, of companies that have just recently taken an interest in body diversity. &ldquo;If brands, retailers and designers cared about plus-size consumers, then it wouldn't have taken until now to acknowledge that plus-size and fat consumers exist,&rdquo; she says. &ldquo;Fat people have always needed clothing. It's disappointing that companies only started to see plus-size consumers as viable because of the dollar.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;We deserve the same range of fashion options and looks reflected in straight sizes,&rdquo; continues Fairclough. &ldquo;We are not an afterthought.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003E\u003Cstrong\u003EEDITOR&rsquo;S NOTE (02\u002F11\u002F2020):\u003C\u002Fstrong\u003E This article has been updated to include a comment from Lululemon.\u003C\u002Fem\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers-10"}],"collection":[],"disableAdverts":false,"displayDate":"2020-11-02T13:40:53Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Selling plus-size clothing isn’t only about pleasing shoppers","headlineShort":"The importance of size inclusivity","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"An increasing number of brands are extending size ranges. It’s an improvement for plus-size consumers – but are companies’ motivations always in the right place?","summaryShort":"Why offering plus-size clothing isn’t only about pleasing shoppers","tag":[],"textToSpeech":false,"creationDateTime":"2020-11-01T21:54:28.834417Z","entity":"article","guid":"12627f9e-7980-4be9-b900-d99c16faa258","id":"worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers","modifiedDateTime":"2022-02-25T06:42:42.430629Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers","cacheLastUpdated":1692600645404},"worklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women","_id":"64a4618da471ef0d5c2c276a","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&rsquo;re in the thick of the &lsquo;shecession&rsquo;.&nbsp;\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&rsquo;s impacting women: though men are more likely to die of Covid-19, the pandemic&rsquo;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&lsquo;mancession&rsquo; periods\u003C\u002Fa\u003E in industries like construction, the current &lsquo;shecession&rsquo; is heavily affecting sectors like hospitality and retail.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThese sectors employ many women and are also vulnerable to lockdown measures. Some effects are already visible. Globally, women&rsquo;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&rsquo;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.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EIt&rsquo;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.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EFor a fairer and more lasting recovery from Covid-19, it&rsquo;s crucial to understand which people are especially hard-hit by the economic slump, and how best to help them back up.\u003Cstrong\u003E&nbsp;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhich groups are most affected?\u003C\u002Fstrong\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThe pandemic recession is particularly challenging for women&rsquo;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.&nbsp;\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.&nbsp;\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&rsquo;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&rsquo;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 &ldquo;always on&rdquo; 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&rsquo;s Policy Research in the US, is concerned that the pandemic &ldquo;may lead to discrimination going forward, [companies] being less likely to pick out women for fast-track positions or management training&rdquo;. There&rsquo;s a risk, she says, that employers may assume that all women are overburdened by caring responsibilities, without taking measures to support them. &ldquo;The real danger at the moment is that people are starting to associate women with childcare more strongly than before.&rdquo;\u003Cstrong\u003E&nbsp;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe double-edged sword of flexibility\u003C\u002Fstrong\u003E&nbsp;\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&rsquo;t a cure-all to achieve gender parity in the workplace.&nbsp;\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&rsquo;s achievements won&rsquo;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, &ldquo;if one person has to cut back&hellip; 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.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003ESome families can make it work, but a certain combination of advantages has to be in place. &ldquo;We&rsquo;re one of the really lucky ones,&rdquo; says Hellen Stirling-Baker, who has just reopened her business, an ethical children&rsquo;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&rsquo;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&rsquo;s working from home, he&rsquo;s been taking on the evening shift of cooking dinner and caring for their son, as well as helping her reopen the shop.&nbsp; &nbsp;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThe period of temporary &ndash; though hectic &ndash; flexibility for the self-employed Stirling-Baker allowed her to reorient her business and buffer the unpredictability of her son&rsquo;s new life. She&rsquo;s now found a new location for Small Stuff that&rsquo;s larger, allows for social distancing and comes with a rent-free period. It helped that she could compensate for her husband&rsquo;s strict schedule by making her own hours, but that can&rsquo;t continue once the shop is running normally. And the hard work is taking a toll. Stirling-Baker hasn&rsquo;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&nbsp;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EShort-term solutions\u003C\u002Fstrong\u003E&nbsp;\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 &ndash; for instance, not criticising employees for working outside of core hours. This would help relieve the exhaustion that&rsquo;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.&nbsp;\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: &ldquo;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.&rdquo;\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&rsquo;s only so much that individual organisations can do. According to Mich&egrave;le 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 &ndash; especially for the young children whose care is so demanding. As Hegewisch comments, &ldquo;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, &lsquo;Yeah, have you ever tried to work like that?&rsquo; It&rsquo;s ridiculous.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThe reopening of her son&rsquo;s school was what allowed Stirling-Baker to plan for the reopening of her shop. If the school were to close again, the shop&rsquo;s doors might need to shutter as well. &ldquo;There isn&rsquo;t a huge amount of wiggle room with what we can do,&rdquo; she reflects, even though she considers herself luckier than many.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EMore generally, Covid-19 has exacerbated the pre-existing childcare crisis. &ldquo;People are very afraid that this is going to do long-term damage to the childcare infrastructure,&rdquo; 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&rsquo;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.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThis is important because the short-term picture for women is grim. &ldquo;Our model simulations suggest that it will take a long time for women to catch up to pre-pandemic levels,&rdquo; explains Tertilt. &ldquo;The reason is a &lsquo;scarring effect&rsquo; &ndash; 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.&rdquo;\u003Cstrong\u003E&nbsp;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ELonger-term projections\u003C\u002Fstrong\u003E&nbsp;\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.&nbsp;\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, &ldquo;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.&rdquo;&nbsp;\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 &ldquo;decreases the gender wage gap by a sizeable amount, but a pandemic recession increases the gap by an even larger amount&rdquo;.\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&rsquo;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.&nbsp;\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 &ndash; another globally catastrophic event that had a bright side in the way that it normalised female workforce participation and changed gender roles.\u003Cstrong\u003E&nbsp;\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&rsquo;s. Hegewisch draws on a different historical experience. From the Great Recession that started in 2007, she says, &ldquo;We know that women were more likely than men to dip into their retirement savings.&rdquo;&nbsp;\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&rsquo;s needs. Hegewisch urges more consideration of &ldquo;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&rsquo;re often under-represented.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003ESo, if women are excluded from crucial decision-making spheres, if men don&rsquo;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":"2022-02-25T06:57:35.511047Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women","cacheLastUpdated":1692600645404},"worklife\u002Farticle\u002F20200817-the-inequality-of-outdoor-advertising-exposure":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20200817-the-inequality-of-outdoor-advertising-exposure","_id":"64a46178a471ef2ee60fd690","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&rsquo;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 &ndash; 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. &ldquo;I&rsquo;m not really opposed to it,&rdquo; 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 &ldquo;to fight for a bit of humanity and nature&rdquo;. 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&rsquo;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 &shy;&ndash; and more harmful &ndash; ads than those in wealthy neighbourhoods. Some opponents are fighting the public health threat these billboards&rsquo; 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 &ndash; 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. &ldquo;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,&rdquo; 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&rsquo;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, &ldquo;less healthy foods are cheaper, calorie-for-calorie and gram-for-gram&rdquo;. Thus it&rsquo;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&ldquo;In high-income white areas, there just wasn&rsquo;t outdoor advertising,&rdquo; 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. &ldquo;Living in an upper-income white neighbourhood was kind of protective&rdquo; 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 &ndash; including on TV, magazines, radio and internet &ndash; 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 &lsquo;double inequality&rsquo;\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. &ldquo;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&rsquo;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&rsquo;re facing premature deaths and breathing problems in their children.&rdquo; At the same time &ldquo;they&rsquo;re also being subjected to advertising telling them how great these SUVs are that are actually causing all of these problems.&rdquo;\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&rsquo;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&rsquo;s unclear what effect this has had). In France, proposals for the citizens&rsquo; 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&rsquo;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. &ldquo;Local officials can consider things like zoning restrictions,&rdquo; she says. &ldquo;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.&rdquo; 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&rsquo;s also scope for working with community groups. &ldquo;We&rsquo;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&rsquo;re sensitised to them\u003C\u002Fa\u003E,&rdquo; 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 &lsquo;visual pollution&rsquo; has led to the restriction of outdoor billboards and signs in S&atilde;o 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 &ldquo;what we really need is for government and local councils to change their policy so that we don&rsquo;t have to fight each individual planning application&rdquo;.\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&ldquo;Outdoor advertising, we do not consent to it. It&rsquo;s there whether we want it or not,&rdquo; emphasises Denyer. &ldquo;And if we are forcing that experience on all the people that live in the more deprived areas of the city, then that&rsquo;s worsening the inequalities all the more.&rdquo;\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":"2022-02-25T06:53:41.351476Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20200817-the-inequality-of-outdoor-advertising-exposure","cacheLastUpdated":1692600645404},"worklife\u002Farticle\u002F20200624-canadas-forgotten-universal-basic-income-experiment":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20200624-canadas-forgotten-universal-basic-income-experiment","_id":"64a46178a471ef0d5036c6ea","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&ldquo;I found myself in an economics class which I wasn&rsquo;t looking forward to,&rdquo; she remembers. &ldquo;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&rsquo;d never really realised you could use economics in any kind of positive way.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EThe experiment was called &lsquo;Mincome&rsquo;, 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, &pound;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 &ndash; 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&nbsp; 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&rsquo;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&rsquo;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&ldquo;It wasn&rsquo;t a case of getting money to live and do nothing,&rdquo; says Sharon Wallace-Storm, who grew up in Dauphin and was 15 when the experiment began. &ldquo;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&rsquo;t meet that threshold they would give you a top up.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E&lsquo;100 miles too far from anywhere&rsquo;\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&rsquo;s own inhabitants would jokingly refer to it as being &ldquo;100 miles too far from anywhere&rdquo;.\u003C\u002Fp\u003E\n\u003Cp\u003EBut choosing Dauphin wasn&rsquo;t random &ndash; it was simply a case of pragmatism. The economists needed a town of approximately 10,000 people &ndash; any smaller, and they would lack sufficient data to draw conclusions, while any bigger and it would cost too much &ndash; 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&rsquo;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.&nbsp;&nbsp;\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.&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003ESo, in 2008, she finallydecided to find out what had become of it.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;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,&rdquo; she says. &ldquo;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.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EForget discovered that the data had fallen under the jurisdiction of the Winnipeg regional office of Canada&rsquo;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 &ndash; primarily because there were fewer alcohol-related accidents and hospitalisations due to mental health issues &ndash; 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&rsquo;s lives provided by the basic income. &ldquo;I wanted to see whether doing something about poverty has an impact on people&rsquo;s health and these results are really interesting,&rdquo; she says. &ldquo;An 8.5% reduction over four years is pretty dramatic.&rdquo;\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 &ndash; like many in rural towns across Manitoba &ndash; 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&ldquo;Very often these people were the first in their family who&rsquo;d ever finished high school,&rdquo; says Forget. &ldquo;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&rsquo;s the most exciting result because we saw that investment in human capital.&rdquo;\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. &ldquo;Normally, you didn&rsquo;t get to go until you were old enough to pay for it yourself,&rdquo; he says. &ldquo;I remember it very well because I had 10 cavities and our dentist would drill your teeth without freezing.&rdquo;\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&ldquo;After the programme ended, we moved to Ontario in 1980 because there was nothing to stay for anymore,&rdquo; she says. &ldquo;It just wasn&rsquo;t doing very well.&rdquo;&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EAnd, so, Dauphin faded back into anonymity &ndash; until now. Forget&rsquo;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&pound;140 billion\u003C\u002Fa\u003E per year &ndash; 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 &ndash; 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&amp;isAllowed=y\"\u003Erecent trial in Finland\u003C\u002Fa\u003E &ndash; which provided more than 2,000 unemployment people with a monthly basic income of 560 euros ($630, &pound;596) from 2017 to 2019 &ndash; found that this helped many of them to find work which provided greater economic security.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;They recently released the final results, which showed the nature of the jobs that people got once they received a basic income was changing,&rdquo; says Forget. &ldquo;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.&rdquo;\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 &lsquo;politics of envy&rsquo;.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;All the experiments so far have only considered whether basic income affects the willingness to work of those receiving the extra payments,&rdquo; Mason says. &ldquo;But they haven&rsquo;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&rsquo;t working, and yet only earn slightly less than them.&rdquo;\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 &ldquo;the good life&rdquo;. He predicts that such a threshold is likely to lie in the region of CAD$15,000 ($11,000, &pound;8,800) &ndash; 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&ldquo;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,&rdquo; she says. &ldquo;You have this mismatch of inconsistent programmes, and you&rsquo;ve got people falling through the gaps so they&rsquo;re not getting the support they need. That&rsquo;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.&rdquo;\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. &ldquo;I&rsquo;m a huge advocate of basic income to this day,&rdquo; says Taylor. &ldquo;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.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003E&nbsp;\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":"2022-02-25T06:50:46.21121Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20200624-canadas-forgotten-universal-basic-income-experiment","cacheLastUpdated":1692600645404},"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":"64a46174a471ef2e935d7580","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&nbsp;\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&rsquo;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 &ndash; 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&nbsp;\u003Ca href=\"https:\u002F\u002Fwww.facebook.com\u002FBBCCapital\"\u003E\u003Cem\u003EFacebook\u003C\u002Fem\u003E\u003C\u002Fa\u003E&nbsp;\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":"2019-07-18T15:09:00.060168Z","entity":"article","guid":"f2ebad3d-40ea-490e-8703-0daa3b845ffd","id":"worklife\u002Farticle\u002F20180815-the-most-influential-us-workplace-discrimination-lawsuits","modifiedDateTime":"2022-02-28T15:02:40.165167Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20180815-the-most-influential-us-workplace-discrimination-lawsuits","cacheLastUpdated":1692600645404},"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":"64a46178a471ef2ee31fe7fc","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&rsquo;s spent the pandemic inside her home in New York&rsquo;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&rsquo;re also home-schooling their son, who&rsquo;s developed insomnia due to the abrupt lifestyle change. Having no outdoor space makes everything worse.\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;I don&rsquo;t have anywhere to go, except outside into the pandemic &ndash; which feels extremely scary,&rdquo; says Kgama.&nbsp;\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. &ldquo;You only see that in poor neighbourhoods,&rdquo; she says. &ldquo;People haven&rsquo;t stopped doing that during the pandemic. I walked through one yesterday.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003ELacking that private outdoor space is something that &ldquo;defines the haves and have-nots&rdquo;, she feels. And there&rsquo;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 &ndash; 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&rsquo;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 &ndash; whether your own or in terms of proximity to parks &ndash; 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: &ldquo;There are about 100 million people in the US who don&rsquo;t live within 10 minutes of a park or green space,&rdquo; 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&ldquo;People view nature as an amenity, not as an essential,&rdquo; says Lorien Nesbitt, an assistant professor of urban forestry at the University of British Columbia in Canada. &ldquo;I think we don&rsquo;t always view urban nature as important as running water, housing, that kind of thing.&rdquo; 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&rsquo;s easier to find any kind of garden, rooftop or balcony greenery, &lsquo;micro parks&rsquo; 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&rsquo;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 &ldquo;There are still marginalised people in suburban areas as well,&rdquo; says Nesbitt. &ldquo;It&rsquo;s not so much about the amount [of green space], it&rsquo;s the quality.&rdquo;\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 &ldquo;conduct massive fundraising campaigns among the affluent stakeholders with access to these parks&rdquo;, says Ingrid Gould Ellen, faculty cirector of New York University&rsquo;s Furman Center, which researches urban policy. &ldquo;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.&rdquo;\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&rsquo;s a national initiative led by organisations like the US&rsquo;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&rsquo;s goal in 2017.\u003C\u002Fp\u003E\n\u003Cp\u003EBurrowes also points to New York City&rsquo;s work with minority communities in Manhattan&rsquo;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 &lsquo;pocket parks&rsquo; 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&rsquo;s the matter of balconies. &ldquo;I live in affordable housing, and I&rsquo;m grateful for the housing,&rdquo; says Kgama. &ldquo;But I was kind of thinking, &lsquo;would it have hurt them to put a balcony here?&rsquo;&rdquo; She isn&rsquo;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&amp;\"\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&rsquo;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&ldquo;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,&rdquo; says New York University&rsquo;s Ellen, who says small courtyards are more common, and many public housing buildings were built to include them. But many, like Kgama&rsquo;s, don&rsquo;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&rsquo;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 &ndash; meaning any solutions need to be creative. &ldquo;We are looking at strategies that would allow new balconies to perform multiple functions and piggyback on NYCHA maintenance efforts that are already underway,&rdquo; says Rich.\u003C\u002Fp\u003E\n\u003Cp\u003ENesbitt says changes don&rsquo;t have to be so radical; even &ldquo;view corridors&rdquo; to parks from your home could help. Extra flowers on the street could work, too, because we can&rsquo;t go to the park every day. &ldquo;Especially if we&rsquo;re busy, or a single parent, or low income and we have to work a couple [of] jobs. You&rsquo;re not going to be in the park five blocks from your house &ndash; you will be walking down the street in front of your house, and that contact with nature is important.&rdquo;\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&rsquo;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&rsquo;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. &ldquo;Covid continues to spotlight where these inequities are and what they look like,&rdquo; 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. &ldquo;We can have good housing and good access to nature &ndash; not one or the other,&rdquo; says Nesbitt. &ldquo;In the pandemic, that relationship with nature is really important.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003EKgama, meanwhile, is finally managing to get some fresh air &ndash; 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&rsquo;ll mean being cooped up inside for months all over again. &ldquo;If I could, we would&rsquo;ve left for the whole summer,&rdquo; 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":"2022-02-25T06:50:36.350566Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20200617-the-luxury-and-privilege-of-a-balcony-or-yard-during-covid","cacheLastUpdated":1692600645404},"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":"64a46176a471ef0d587a7691","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)&nbsp;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&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;There is an incredible talent pool of adults on the autistic spectrum that has been overlooked for all the wrong reasons,&rdquo; says 46-year-old Anandan. &ldquo;People who haven&rsquo;t had a fair shot to succeed at work, because of workplace and workflow and business practices that aren&rsquo;t particularly effective for anyone but are especially damaging for anyone who is wired differently.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EThe New York-based quality engineering start-up&nbsp;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&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;We set out to change the blueprint for work, and change how a company could hire, manage and develop talent,&rdquo; 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&amp;view=article&amp;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&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EResearch by the UK&rsquo;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&nbsp;\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. &ldquo;Job descriptions can often have core tick-box behaviours, and can be quite general,&rdquo; she says. &ldquo;Forms look for &lsquo;team players&rsquo; and &lsquo;staff with great communication skills&rsquo; but lack specific information.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003ETerms like these &ndash; or interview questions such as &lsquo;where you see yourself in five years&rsquo; &ndash; 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&rsquo; staff are on the autistic spectrum &ndash; 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&rsquo;t need relevant experience of specific technical skills. &ldquo;We have adopted an approach to screening job applicants that is much more objective than you&rsquo;ll find in most places,&rdquo; says Anandan. &nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&nbsp;\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&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;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&hellip; whether people would be great at this,&rdquo; says Anandan.\u003C\u002Fp\u003E\n\u003Cp\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe competitive advantages of &lsquo;neurodiversity&rsquo;\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E&nbsp;\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&nbsp;\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&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;The things we suggest are good practice for any company, not just people with autism. They aren&rsquo;t expensive, and are often easy quick wins,&rdquo; says Maybank. &ldquo;Employers need to recognise cultures in their organisation and to understand the unwritten rules of their organisation, to help people navigate that.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EMaybank, who has been working with autistic people for the last decade, says she&rsquo;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. &nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EBut she says increased awareness of neurodiversity has improved understanding in workplaces. &ldquo;People are becoming way more open about recognising different strands of autistic and neurodiverse behaviour,&rdquo; she says. &ldquo;People have a pre-conceived perception of what autism is, but it&rsquo;s best to ask that person. People may be opposites of each other despite having the same condition.&rdquo;\u003C\u002Fp\u003E\n\u003Cp\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ETailoring new technology\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EYet it&rsquo;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&nbsp;\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&nbsp;\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&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003E&ldquo;A couples of years ago, a colleague on our team said they wished people came with a user manual,&rdquo; says Anandan. So that&rsquo;s exactly what they created, a self-authored guide called a &lsquo;biodex&rsquo; which gives colleagues at Ultranauts all the information they need to find the best ways of working with a particular person.\u003C\u002Fp\u003E\n\u003Cp\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EBeing flexible about workplace set-up and tailoring company behaviours to cater for autistic needs has been a huge success for Ultranauts, which is beginning to share its experiences on best practice with other companies.\u003C\u002Fp\u003E\n\u003Cp\u003E&nbsp;\u003C\u002Fp\u003E\n\u003Cp\u003EAnandan says he&rsquo;s learnt that making a workplace inclusive for neurodiverse colleagues hasn&rsquo;t added friction or inefficiency, but allowed people who have largely been ignored by society to show their true talents. &ldquo;We&rsquo;ve shown over and over&hellip; that we&rsquo;ve delivered results better because of the diversity of our team,&rdquo; he says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20191018-where-75-of-workers-are-on-the-autistic-spectrum-7"}],"collection":[],"disableAdverts":false,"displayDate":"2019-10-21T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Where 75% of workers are on the autistic spectrum","headlineShort":"The firm that got rid of job interviews","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":null,"relatedTag":null,"summaryLong":"Our brains don’t all work the same way. One New York-based software company sees that as a competitive advantage.","summaryShort":"To recruit neurodiverse workers, one company took a new approach to hiring","tag":[],"textToSpeech":false,"creationDateTime":"2019-10-21T02:10:22.357963Z","entity":"article","guid":"f8151bd9-24fd-4c5f-9aa0-183b341a7f11","id":"worklife\u002Farticle\u002F20191018-where-75-of-workers-are-on-the-autistic-spectrum","modifiedDateTime":"2022-02-28T15:06:41.689409Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20191018-where-75-of-workers-are-on-the-autistic-spectrum","cacheLastUpdated":1692600645404}},"tags":{"tag\u002Fhow-we-live":{"urn":"urn:pubpipe:wwverticals:tag:tag\u002Fhow-we-live","_id":"64a461baa471ef2eed4b536f","assetImage":null,"description":"","linkUrl":"","name":"How We 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