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Work Futures Daily - Broken Like A Window

The Wage Gap, Recalculated | Team Dynamics and Performance | Prison As An Escape? | Google Contractor

Work Futures

November 30 · Issue #1039 · View online
The ecology of work, and the anthropology of the future.

The Wage Gap, Recalculated | Team Dynamics and Performance | Prison As An Escape? | Google Contractors and Forced Arbitration | Call-in Interviews | Zygmunt Bauman

Beacon NY - 2018-11-30 — I came across a quotation by Harold Bloom (in a piece by Susan Gubar):
True criticism recognizes itself as a mode of memoir.
I reflected on the notion that my years and years of postings and writings – my criticism of trends and technologies, my questioning and tearing down icons – is, in the final analysis, a form of memoir. In a way, I have been writing about myself.
Reading old posts, as I search for material from the archives, and I try to reconnect to the author who wrote them, I think of what Sam Phillips sang in I Need Love:
Broken like a window, I see my blindness now.
Maybe we need to be broken like a window, to let things in and others out, and to hear what we were trying to say, so long ago.
I see my blindness now.
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How Big Is the Male-Female Wage Gap, Really? | There’s many ways to measure the wage gap between men and women, Annie Lowrey tells us:
Do women earn 80 cents on the dollar compared with men, as is commonly cited? Or is the pay gap just pennies, as one recent survey found? Or do women earn a shocking 49 cents on the dollar, as calculated by the social scientists Stephen Rose and Heidi Hartmann in a new analysis published by the Institute for Women’s Policy Research?
The answer is all of the above. Each number highlights a different aspect of a complicated and nuanced situation—one reflecting not only sexism and bias but the choices made more or less freely by millions of women in hundreds of thousands of workplaces. Rose and Hartmann’s number is lowest because it is in some ways most holistic.
By holistic, Rose and Hartman looked at the lifetime earnings of women, who are likely to take long stretches out of work when raising children or caring for aging parents. [Emphasis mine.]
Rose and Hartmann’s study found that women’s penalties for leaving the workforce have increased: Women who took a year off from work in the 15-year period starting in 2000 had annual earnings 39 percent lower than women who worked continuously over that time period, a gap that was just 12 percent for women working in the 15-year period starting in 1968. “Women’s earnings losses for time out are almost always greater than men’s,” they find.
According to Rose, these facts suggest that the most accurate way to compare women’s and men’s earnings is to take the career-long view. “When you look at all women versus all men over time, the gap is 51 cents,” he said, referring to the 15-year figure.
That’s a big gap to fill, and we will need to create across the board paid family leave and child-care subsidies if we want to close it. There is no way to lean in to eliminate this wage gap.
Exploring How Team Dynamics Affect Team Performance | Jacquline Wen looks into new research on team performance by Young Ji Kim of UC Santa Barbara that demonstrates the value of team members ‘social perception’:
“When a team was composed of individuals who were highly socially perceptive, on average, the team performed well on the cognitive tests that we have given. Being socially perceptive means that you are able to accurately infer other people’s mental and emotional states, so you’re aware of other people’s feelings and you know what other people are thinking,” she [Kim] said.
The researchers also noted that the ratio of females on a team mattered, with more women on a team linked to higher team performance.
This is a confirmation of the work of Anita Wooley and colleagues (see Women and the Paradoxes of Work Intelligence and How to make groups more productive? Add women.), which demonstrated that the fastest way to improve the performance of a team was to add women.
South Koreans lock themselves up to escape prison of daily life | South Koreans – who work some of the longest hours in the developed world – are turning to an odd escape: being locked up in a fantasy prison for a weekend getaway, with no human contact, devices, or entertainment.
Temporary workers had been largely excluded from policy changes announced earlier this month.
So they are still bound by forced arbitration agreements in the case of sexual harassment.
It’s Time for Your Job Interview. You’ll Be Talking to Yourself | Chip Cutter looks into the new trend of one-sided telephone job interviews, where the candidates answer canned recorded questions:
The rise in phone interviewing is, in many ways, counterintuitive. More advanced hiring techniques exist, such as automated video or text interviews. Some companies, though, have shifted back to voice screenings, finding them more effective, particularly for hourly roles.
The Wisconsin job-recruiting firm Cielo, which hires 150,000 workers annually on behalf of clients, has found applicants far more likely to complete an audio interview than a video one, said Adam Godson, the company’s senior vice president of global technology solutions.
Over the phone, applicants needn’t worry about their appearance or their location, nor do they have to have access to a smartphone or a computer with a camera, Mr. Godson said.
From the Archives
Sidestepping the new groupthink in the workplace | Stowe Boyd 2015 | Susan Cain writes about
the new groupthink that elevates teamwork above all else.
Is team membership a burden? A barrier to creativity and a check on personal freedoms?
Quote of the Day
Questioning the ostensibly unquestionable premises of our way of life is arguably the most urgent of services we owe our fellow humans and ourselves.
Zygmunt Bauman
crossposted from
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Stowe Boyd, 17 South Cedar Street, Beacon NY 12508