As psychologists have frequently and famously demonstrated, humans are subject to a bias towards keeping their prior commitments and staying consistent with our prior selves when possible. This trait is necessary for social cohesion: people who often change their conclusions and habits are often distrusted. Yet our bias towards staying consistent can become, as one wag put it, a “hobgoblin of foolish minds” – when it is combined with the first-conclusion bias, we end up landing on poor answers and standing pat in the face of great evidence.

Americans have grown increasingly likely to believe that women and men should have equal roles at work, in politics and at home. But a significant share still say that men’s and women’s roles should be different at home — even when they believe they should be equal at work.

A new study, based on national survey data from 1977 to 2016, helps explain why the path to equality seems in some ways to have stalled — despite the significant increases in women’s educational and professional opportunities during that period.

Two-thirds of Americans and three-quarters of millennials say they believe that men and women should be equal in both the public sphere of work and the private sphere of home. Only a small share of people, young or old, still say that men and women should be unequal in both spheres — 5 percent of millennials and 7 percent of those born from 1946 to 1980.

But the study revealed that roughly a quarter of people’s views about gender equality are more complicated, and differ regarding work and home. Most of them say that while women should have the same opportunities as men to work or participate in politics, they should do more homemaking and child-rearing, found the study, which is set to be published in the journal Gender and Society.

Drivers for ride-hailing apps like Uber and Lyft will be guaranteed a minimum pay rate of around $17 an hour in New York City thanks to a new set of rules aimed at securing workers’ right to a living wage.

The New York City Taxi and Limousine Commission voted this morning to mandate the wage floor of $17.22 per hour after expenses for drivers — or $26.51 per hour before expenses. This will raise the average pay for over 77,000 drivers by around $9,600 a year with “minimal disruption to passengers,” according to the commission’s analysis, although ride-sharing app companies say it could lead to an increase in rates for riders.

Currently, the commission estimates drivers for the major ride-hailing app companies in New York City are making $11.90 an hour after expenses. That’s below the city’s current minimum wage of $13 an hour, which is set to increase to $15 by the end of the year.

“One of the things we’ve seen is that it’s harder for employees to get promoted nowadays,” said Brian Kropp, vice president for human resources at Gartner. In 2006, for example, it took an average of about two and a half years to get a promotion, compared with four and a half years now.

The result has been growing dissatisfaction and resentment. The share of employees who say they are willing to go above and beyond at work has dropped, Mr. Kropp said. One in four employees used to report giving work an extra oomph — something Gartner calls “discretionary effort.” Now, it’s closer to one in six.

The reason, Mr. Kropp said, is simple: Workers are not being rewarded for their efforts.

Creation is a long journey, where most turns are wrong and most ends are dead. The most important thing creators do is work. The most important thing they don’t do is quit.

Since everything about work is changing, everything about the workplace should change, too.| Jim Meredith

In the collaborative business, people affiliate with coworkers around shared business culture and an approved strategic plan to which they subordinate their personal aims. But in a cooperative business, people affiliate with coworkers around a shared business ethos, and each is pursuing their own personal aims to which they subordinate business strategy. So, cooperatives are first and foremost organized around cooperation as a set of principles that circumscribe the nature of loose connection, while collaboratives are organized around belonging to a collective, based on tight connection. Loose, laissez-faire rules like ‘First, do no harm’, 'Do unto others’, and 'Hear everyone’s opinion before making binding commitments’ are the sort of rules (unsurprisingly) that define the ethos of cooperative work, and which come before the needs and ends of any specific project.

The sense of self in those working in cooperative settings may be — but doesn’t need to be — more transient, although people in the emergent business setting are shifting contexts more frequently, working in different settings, and that may make it easier to express different aspects of self at the 'same time’. Like working with one scene of people as a futurist, and as a chef in another. This is considered 'moonlighting’ in a collaborative world, but merely two shades of working in the cooperative, emergent world. And the offset of the closeness that came from being part of a collaborative team is the breadth of experience that comes from participating in many cooperative teams (although team is the wrong word: maybe cooperative constellations).

Put another way, self may become more discontinuous in the emergent business, allowing us to express more of the whole person, instead of being expected to be the same at all times, to hold only one set of perspectives, ever. To the extent we are open to diversity in the workplace, we need to allow individuals to be diverse, in their selves, as well.