The week@work – A tipping point @work?

There was only one major story that stood out this week@work: sexual harassment allegations against one of the most powerful men in Hollywood. It incorporated all the elements of stories reported earlier this year, in Silicon Valley and at Fox News. Will 2017 be the end of “the era of willful ignorance and shameful complicity in sexually predatory behavior and workplace harassment” ?

Time will tell. The common thread to all – the responses: “It’s about time.” “Nobody is surprised.” It doesn’t matter where you work. Women know the story. Women professionals relate to the description of the work environment: an unsafe place. A workplace absent of values and respect.

On the front pages of major newspapers, it’s Hollywood. In the neighborhood, it’s the local fast-food restaurant.

Alexandria Symonds provided a window into the ‘story behind the story’ of The New York Times journalists who covered “three major investigative reports about sexual misconduct across the media, tech and film industries” this year.

“It starts with a whisper. A prominent man has used his wealth and power to harass or abuse a woman — or worse — and then to intimidate her, or to buy her silence.

As several reporters at The New York Times have learned this year, it rarely ends with a single woman, a single whisper.”

On October 5, The New York Times journalists Jodi Kantor and Megan Twohey reported ‘Harvey Weinstein Paid Off Sexual Harassment Accusers for Decades.’

“Dozens of Mr. Weinstein’s former and current employees, from assistants to top executives, said they knew of inappropriate conduct while they worked for him. Only a handful said they ever confronted him.

Mr. Weinstein enforced a code of silence; employees of the Weinstein Company have contracts saying they will not criticize it or its leaders in a way that could harm its “business reputation” or “any employee’s personal reputation,” a recent document shows. And most of the women accepting payouts agreed to confidentiality clauses prohibiting them from speaking about the deals or the events that led to them.”

On October 10, journalist Ronan Farrow described the results of his ten month investigation, ‘From Aggressive Overtures to Sexual Assault: Harvey Weinstein’s Accusers Tell Their Stories’.

“For more than twenty years, Weinstein, who is now sixty-five, has also been trailed by rumors of sexual harassment and assault. His behavior has been an open secret to many in Hollywood and beyond, but previous attempts by many publications, including The New Yorker, to investigate and publish the story over the years fell short of the demands of journalistic evidence. Too few people were willing to speak, much less allow a reporter to use their names, and Weinstein and his associates used nondisclosure agreements, payoffs, and legal threats to suppress their accounts.

In the course of a ten-month investigation, I was told by thirteen women that, between the nineteen-nineties and 2015, Weinstein sexually harassed or assaulted them. Their allegations corroborate and overlap with the Times’ revelations, and also include far more serious claims.”

In a podcast conversation on Thursday, The New Yorker executive editor, Dorothy Wickenden and staff writer, Jia Tolentino discussed ‘The End of the Weinstein Era’ and the effect the revelations might have on modern workplace culture.

“Over the last year women have started coming forward because there is an obvious, absolute need to. There is support in the media. It’s all of a sudden seeming both infinitely more possible and more necessary to come forward.”

Ms. Symonds also detected an inkling of change in the outcomes of the three NY Times investigations.

“…the investigations are beginning to have powerful real-life consequences. Mr. Weinstein was fired by the Weinstein Company three days after The Times’s first report was published. Mr. O’Reilly was ousted by Fox News on April 19. And the venture capitalist Dave McClure stepped down from his company, 500 Startups, several days after Ms. Benner’s report.

The journalists agreed that there has also been an accompanying shift in the culture around disclosure. “I think that what you saw almost immediately was a growing safe space for more women to come forward and tell their stories,” Ms. Twohey said.”

This past week also marked the one year anniversary of the release of the infamous ‘Access Hollywood’ tapes. The risk of not speaking up has become a risk beyond our individual workplace.

 

 

 

The week@work: the crisis of civic education, karoshi, unemployment & the future of office attire

This week@work stories examine the role of education in creating civil discourse, the consequences of karoshi, the impact of weather on unemployment and the future of office attire.

While walking through the U.S.Capitol Visitor Center last week I encountered a group of junior high school students who were shrieking at each other as they reported a sighting of House Speaker Paul Ryan as if he were a chart topping rock star. What if the majority of junior high and high school students had the opportunity to walk the halls of Congress and observe the process of governing?

Harvard president emeritus, Derek Bok examines ‘The Crisis of Civic Education’.

“Schools have long been the primary source of civic education in America. As an early champion of public education, Horace Mann, pointed out more than 150 years ago: “One of the highest and most valuable objects to which the influences of a school can be made conducive consists in training our children to self-government. Yet schools cannot accomplish this task by themselves. Many studies have pointed to the difficulties that hamper their efforts, including inadequate funding and pressures on teachers from school boards, parents, politicians, and textbook publishers. In view of those problems, it is not surprising that the National Assessment of Educational Progress, which periodically evaluates the knowledge of America’s schoolchildren, concluded in 2010 that more than two-thirds of high-school seniors scored below “proficient” in their knowledge of civics and government.”

Once the American high school senior transitions to college, there is no imperative to incorporate “essential courses to equip them to perform their civic functions more effectively” into their curriculum.

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“While many colleges claim to be preparing citizens…and although they offer many classes and activities that can contribute to this end, few provide any required courses aimed at achieving that result. Instead, learning to become an active and informed citizen is simply treated as an option — much like preparing to be a doctor or a lawyer or a business executive — even though becoming a citizen is not a choice but a status acquired automatically by the vast majority of undergraduates.”

Bok suggests a number of approaches: linking community involvement experience with academic coursework; connecting the dots between the activity and public policy, engagement with student government and establishing multi-cultural residence halls.

Colleges have a responsibility to lead on this issue. Colleges own this one. If not here, where?

“In today’s diverse and highly partisan society, it is particularly important to teach undergraduates to take account of contrary opinions and arguments and to discuss such differences respectfully. Most campuses are well positioned to encourage these habits…The recent election underscores the importance of extending such efforts to encourage interaction among classmates with different political ideologies and socioeconomic backgrounds.”

Walter Sim reported on ‘Death by overwork: Will Japan finally face up to ‘karoshi’?

“With her mobile phone in hand as if waiting for her next assignment, a 31-year-old political reporter with broadcaster NHK died of heart failure in her sleep in July 2013 after clocking nearly 160 hours of overtime the month before.

Two years later, on Christmas Day, a rookie at advertising giant Dentsu leapt to her death after being subjected to a gruelling schedule and harassment at her workplace.

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The statistics nationwide are quite startling. Japan’s second annual karoshi White Paper, released last Friday, said there were 191 work-related deaths and attempted suicides in the fiscal year ending March 2017. This was two more than the previous year. In the same fiscal year, 498 cases of mental illness, such as depression, were deemed work-related.

And from January 2010 to March 2015, 368 suicides – 352 men and 16 women – were deemed as karoshi.”

Patricia Cohen reported ‘U.S. Lost 33,000 Jobs in September; Unemployment Rate Dips to 4.2%’.

“Staggering from the impact of hurricanes that walloped Texas, Florida and neighboring states, the economy lost 33,000 jobs in September, the first monthly decline in employment in seven years, the government reported on Friday.

But economists discounted the discouraging report, describing it as a blip in a job market that was fundamentally strong.”

Wondering what to wear this week@work? Jessica Holland asks ‘Are tracksuits and trainers the future of office attire?’

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“They were all wearing trainers and layers of black,” says Evelyn Cotter, a career coach based in London. She’s describing a recent public speaking conference she attended, where the crowd of ambitious young professionals were dressed in a uniform way.

“Everyone had come straight from work, they were wearing black jeans and smart sneakers, but it definitely felt professional,” adds Cotter. “It’s a conscious style choice. It’s not just what you throw on to play with your dog in the garden.”

“The industry of ‘athleisure’ – sporty clothes and shoes that people don’t necessarily wear to play sport – grew by a staggering 42% between 2008 and 2015, according to Morgan Stanley research. More recently, its influence has begun to creep into offices, where workers’ clothing is becoming increasingly relaxed and designed for comfort. The Society for Human Resource Management, an international organisation, tracks how many employers allow workers to dress casually every day, and that figure rose from 32% in 2014 to 44% in 2016.”

Before you head out to your favorite ‘athleisure’ retailer, check the culture and style of your employer. On days when you are meeting with clients, it’s always a good idea to mirror the style of your customer. (or their expectations)

The last story this week@work, was the first story breaking on Monday morning. Folks taking a break from work at a music festival on a Sunday evening in Las Vegas became targets of a mass shooting. In twelve minutes 58 people between the ages of 20 and 67 were murdered; 489 were injured. On Wednesday, the citizens of Manhattan Beach, California gathered on a pier overlooking the Pacific to mourn two of the victims: Sandy Casey, 35, a special education teacher at Manhattan Beach Middle School and Rachael Parker, 33, a records technician with the Manhattan Beach Police Department.

1005_nws_tdb-l-mbvigil-carr01-1.jpgThis week@work consider how you might do more than send thoughts and prayers.

 

Photo credit: Manhattan Beach vigil, Steve Carr for the Daily Breeze/ Office Attire, Sykes London for British Vogue

The week@work: 100 greatest business minds, inequality & activism@work

Have you noticed how little time we have to catch our breath between ‘breaking news’ stories? We seem to be suffering from group attention span disorder. This week@work the focus is on narratives with a thread longer than 140 characters; important stories that dim when the next shiny object distracts: leadership, inequality and activism@work.

Forbes Magazine is celebrating 100 years in publication with essays by the 100 Greatest Living Business Minds. “To celebrate Forbes’ centennial, we amassed an A-to-Z encyclopedia of ideas from 100 entrepreneurs, visionaries and prophets of capitalism—the greatest ever collection of business essayists and greatest ever portrait portfolio in business history.”

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Here’s a sample of thoughts shared by global leaders:
Georgio Armani: “I always try to maintain a sense of reality and ensure that I surround myself with the right people, who understand the times in which we live. In this line of work, my team is crucial. I’m the one who decides, but I like having lots of other people with whom I can discuss ideas, as this helps with the creative process. In the world of fashion, five years is already a hundred, so going forward, the challenge will be to capture the attention of a public that is increasingly stimulated by countless offers and new forms of communication.”

Lee Shau Kee: “There’s a Chinese saying: “Explore what’s best in the others and follow.” Among my friends, I always learn the best from them.”

Jacqueline Novogratz: “In our connected era, word spreads. People know when you are being true to your values. Don’t worry about reputation but about character. You build character by practicing empathy, practicing moral courage, practicing determination. Those traits are like muscles. When you are known for that, you don’t have to worry about guarding your reputation — others will do it for you.”

What’s the common thread here? Common sense.

Patricia Cohen reports on the historical trend toward income inequality this week@work, ‘Why the Pain Persists Even as Incomes Rise’. “The disconnect between positive statistics and people’s day-to-day lives is one of the great economic and social puzzles of recent years.

“…the forces undermining the middle class may reach back farther than many economists have thought. The latest evidence comes from a group of researchers at universities and the Social Security Administration who have been tracking the earnings of hundreds of millions of individuals over their careers.”

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In the late 1960s “instead of increasing, lifetime earnings for men made an about-face and began to decline. They have been dropping pretty much ever since. The result was that a 25-year-old man who entered the work force in 1967 and worked for the next three decades earned as much as $250,000 more, after taking inflation into account, than a man who had the same type of career but was 15 years younger…since the 1950s, three-quarters of working Americans have seen no change in lifetime income.”

Negotiating issues of gender and race form another aspect of inequality@work.

The ongoing argument around gender discrimination in Silicon Valley continued with the publication of Ellen Pao‘s book ‘Reset’ and Nellie Bowles‘ article ‘As Inequality Roils Tech World, A Group Wants More Say: Men”.

 

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Jessi Hempel examined Ms. Pao’s career exploring ‘The Pao Effect is What Happens After Lean In’. “Pao’s story is, in part, her own attempt to discern just where reality diverged from her expectations. With clear-eyed hindsight, Pao reflects on her earliest career choices—where to apply to college and whether to go to law school, where to work and when to leave a job. She pauses to examine the things her college counselor told her, and the early sexism she encountered at Harvard Business School. “Honestly, I just thought there were a few men who were really immature, with lousy senses of humor, and I avoided them,” she writes of that time.”

Ellen Pao’s story is a cautionary tale for the intrepid women who ‘lean in’ to a career in tech.

Nellie Bowles’ ‘must read’ provides an up-to-the-minute update on the tech workplace. “a fringe element of men who say women are ruining the tech world…While many in the tech industry had previously dismissed the fringe men’s rights arguments, some investors, executives and engineers are now listening. Though studies and surveys show there is no denying the travails women face in the male-dominated industry, some said that the line for what counted as harassment had become too easy to cross and that the push for gender parity was too extreme a goal.”

The week@work ended with a demonstration of workplace activism reported by Nancy Armour, ‘In protests, NFL comes together for one of its most powerful days’.

170924164325-23-nfl-kneeling-0924-exlarge-169.jpg“The NFL had one of its finest moments before the games even began Sunday, coming together from every corner – players, coaches, owners and league office – in forceful rebuke of the latest torrent of hate from President Donald Trump. Whether black, white or brown, on bended knee or with locked arms, the NFL’s rare show of unity was both a dignified condemnation of the wrongs we still must right and a reminder that, for all of our differences, America remains our common ground.”

Where in the group of Fortune100 greatest business minds do we find the answer to the ongoing challenge of inequality@work?

John Paul Dejoria, founder of John Paul Mitchell Systems and co-founder of Patron Tequila shared his philosophy. “It’s a basic thing that goes back to the law to do unto others as you would have others do unto you. Treat and pay your staff exactly the way you’d want to be treated if you were in their place…In all the businesses we’re involved in it’s the exact same way. If you love your people and let them know you’re giving back, not just hoarding all the money for yourself, they want to join in.”

 

Photo credit: Staten Island homes – Tom Maguire/Newsday July 7,1965, Green Bay Packers/Dylan Buell/CNN September 24, 2017

 

 

 

 

 

The week@work – gender gap @ the BBC, on Broadway & the C-Suite, plus four work/life questions while staring @ the ocean

This week@work the BBC published the salaries of top earners, and the gender pay gap at the broadcaster became the latest global headline news on the topic. Turns out the folks who work in theater and aspire to the corporate C-suite are finding the same barriers. Maybe it’s time to review your work/life view ‘from the beach’.

Sophie Walker, leader of the Women’s Equality party in the UK shared her opinion ‘It’s not just the BBC that must come clean about underpaying women’.

“When the BBC published the salaries of its top earners, the results were not surprising, but they were shocking. They even managed, momentarily, to silence the gender pay gap myth-busters: the trolls who daily patrol social media challenging any mention of a pay gap with supposedly hard facts about the “choices” women make.

Here is the real hard fact: women are paid less because we are considered to be worth less. The gender pay gap is a symptom of the structural barriers that women face, which can be seen at every level of working life and across every industry. It thrives on the unconscious bias that goes unchallenged by the surplus of white men in decision-making roles, and is magnified by occupational segregation, unequal caring responsibilities and pervasive stereotypes that intersect with class, race, age, sexuality and disability.”

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In an open letter to BBC director general Tony Hall, over 40 high profile presenters made a case for immediate action to remedy the inequality.

“The pay details released in the annual report showed what many of us have suspected for many years … that women at the BBC are being paid less than men for the same work.

Compared to many women and men, we are very well compensated and fortunate. However, this is an age of equality and the BBC is an organisation that prides itself on its values.

You have said that you will “sort” the gender pay gap by 2020, but the BBC has known about the pay disparity for years. We all want to go on the record to call upon you to act now.

Beyond the list, there are so many other areas including production, engineering and support services and global, regional and local media where a pay gap has languished for too long.

This is an opportunity for those of us with strong and loud voices to use them on behalf of all, and for an organisation that had to be pushed into transparency to do the right thing.”

Mr. Hall responded “…that the move to close the gender pay gap at the public broadcaster will be “accelerated” and that there would be a “marked difference” when salaries were published next year.”

The BBC story was not unique last week as Laura Collins-Hughes reported ‘When Women Won’t Accept Theatrical Manspreading’.

times sq“In theater as in life, there is a lot of manspreading: Men get more jobs, more money, more prizes, more stories told about them onstage than women do. The numbers are grim nearly everywhere, but especially on Broadway, where an Actors’ Equity study released last month showed female and minority actors and stage managers at a gross disadvantage to white men.

A recent tally on HowlRound, a theater industry website, documented the staggering lead men have over women as designers, directors and artistic directors in American regional theaters. Men dominate every area but costume design, where women traditionally hold sway.”

The third story on women@work this week was Susan Chira’s exploration of ‘Why Women Aren’t C.E.O.s, According to Women Who Almost Were’.

IMG_9129.jpg“More than 40 years after women began pouring into the workplace, only a handful have made it all the way to the top of corporate America. The percentage of chief executives of Fortune 500 companies who are women just passed 6 percent, creeping up (and occasionally dropping back) at a glacial pace.

The impact of gender is hard to pin down decisively. But after years of biting their tongues, believing their ranks would swell if they simply worked hard, many senior women in business are concluding that the barriers are more deeply rooted and persistent than they wanted to believe, according to interviews with nearly two dozen chief executives, would-be chief executives, headhunters, business school deans and human resources professionals.

What they say: Women are often seen as dependable, less often as visionary. Women tend to be less comfortable with self-promotion — and more likely to be criticized when they do grab the spotlight. Men remain threatened by assertive women. Most women are not socialized to be unapologetically competitive. Some women get discouraged and drop out along the way. And many are disproportionately penalized for stumbles.”

Which brings me to a constructive response from Art Markman, ‘Four Work-Life Questions to Ponder on Vacation This Summer’.

mb fog.jpg“It’s true that vacationing can hold some unexpected career benefits, in addition to letting you recharge your batteries and do some self-reflection about your working life, your personal life, and your overall goals. But musing on these big-ticket themes isn’t something many of us have a lot of practice doing. When you finally get a chance to do it, you might find your thoughts a little unfocused. That’s fine—mind-wandering is sort of the point here. But in case you need a little more structure, these are four questions to let your mind wander over.”

“Am I happy at work?”, “Where am I headed?”, “Who don’t I know?”, and “What’s Missing?”

This week@work consider your answers and once you have a sense of your ‘work identity’, use your voice@work to advocate on behalf of all and equality@work.

Photo credit: Cartoon – The Telegraph, MattCartoon July 20, 2017

The week@work: Finding Amelia Earhart, Amy Pascal’s pivot, a ‘netflix’ of education and why you need a study plan

For a holiday week, there was a significant assortment of ideas and stories beyond the headlines. The History Channel broadcast the results of an investigation into the disappearance of Amelia Earhart, sparked by the discovery of a photo misfiled in the National Archives. One of Hollywood’s most powerful executives, Amy Pascal, reemerged as the producer behind the latest summer blockbuster and a career lesson for all. On the practical application of ideas to workplace; two articles explored the value of designing an organizational culture of learning and developing an individual study plan  as a catalyst for creativity.

At a time when there were few role models for women, aviatrix Amelia Earhart captured the imagination as she embarked on her first solo flight of the Atlantic, and later when she attempted to fly around the world in a twin engine Lockheed Electra. On July 2, 1937 she left Lae, New Guinea with her navigator Fred Noonan following a flight plan to Howland Island. They never reached their destination, fueling 80 years of theories and investigations, the most recent citing a photo found in the National Archives.

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According to the research conducted for the History Channel, Ms. Earhart and Mr. Noonan were captured by the Japanese and later taken to a prison on Saipan. The authenticated photo shows a man and woman with similar physical characteristics of the missing duo. To be continued…

Before the hack of the Democratic National Committee, there was the Sony Studios hack. The studio head at the time was Amy Pascal and the details of emails subsequently made public resulted in her termination. She’s back…Brooks Barnes reported on her career transition for The New York Times.

“Ms. Pascal, a 59-year-old woman in an industry rife with sexism and ageism, seems to have emerged stronger and happier, having reinvented herself as a producer through her company, Pascal Pictures. She will deliver three films to three different studios this year, with more than a dozen more movies on the assembly line. On a personal level, after a lot of soul-searching, some in a therapist’s office, she has tried to see the hack as freeing. After all, she has no more secrets.”

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How does the downfall of a powerful studio head relate to the rest of us? Chances are, in a career lifetime, you will get fired. Take note of Ms. Pascal’s evolution.

“I will always carry what happened with me,” she said. “There’s no other way. But you scrape as much grace as you possibly can off the ground and you move forward.”

Moving forward is the theme of the next two stories this week@work.

Karl Mehta and Rob Harles suggest ‘In the knowledge economy, we need a Netflix of education’.

“The problem is that we are drowning in content — but are starving for knowledge and insights that can help us truly be more productive, collaborative and innovative.”

“The solution for the learning and development industry would be a platform that can make education more accessible and relevant — something that allows us to absorb and spread knowledge seamlessly. Just as Netflix delivers entertainment we want at our fingertips, the knowledge and learning we need should be delivered where and when we need it.”

Their proposal analyzes the hurdles, and envisions “the democratization of knowledge” where employers provide “employees the skills and knowledge to thrive, which would have previously been time-consuming or impossible to obtain.”

While we wait for employers to create the learning culture utopia, how do we fuel our individual radical curiosity?

Todd Henry reiterated the importance of stimuli to creativity with ‘Why you should have a study plan (and how to make one)’.

“…most of the incredibly successful people I encounter in the marketplace have some form of study plan that they follow in order to help them spot patterns in their business, anticipate client needs, and simply spark new ideas and new categories of thought.”

He offers three steps to get started: “Dedicate a regular time for study. Study broadly and deeply. After you read, reflect.”

As we begin another week@work, #MondayMotivation – a quote from writer Maxine Hong Kingston: “In a time of destruction, create something.”

 

 

The week@work – women@work, laziness and success, co-working space @Staples, and repeal of online protections

This week@work we learned that the sculptor Kristen Visbal’s ‘Fearless Girl’ will remain on Wall Street though the beginning of 2018. A timely, symbolic decision given the other news of the week for women@work, which could convince one that they had time traveled back to 1957: continuing sexual harassment allegations @Fox, declining numbers of female coaches in women’s college basketball, Mike Pence’s views on lunch meetings, new research indicating a possible retreat from gender equality, and the headline from the Daily Mail which covered Brexit talks between Theresa May and Nicola Sturgeon as ‘Legs-It’.

In other stories this week@work, office supply company Staples is partnering with Workbar to offer co-working spaces, author Michael Lewis’ described how laziness contributed to his success, and various experts offered suggestions to secure your digital privacy in light of internet protections repeal.

Last night, the University of South Carolina’s womens’ basketball team won the NCAA national championship.

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Dawn Staley finally could raise an NCAA championship trophy…Staley made the Final Four three times as a player at Virginia but never won. She also led the Gamecocks to the national semifinals two years ago before losing to Notre Dame.”

Earlier this month Coach Staley was named the U.S. Olympic women’s basketball coach through 2020.  Jere Longman reported on the state of college coaching as the ‘Number of Women Coaching in College Has Plummeted in Title IX Era’.

“Tara VanDerveer has won two national championships at Stanford and coached the American women to a gold medal at the 1996 Atlanta Olympics. Dawn Staley, the recently named 2020 Olympic coach, won three gold medals as a player and has guided South Carolina to the national semifinals for the second time in three seasons.

Yet even as VanDerveer and Staley again appear on their sport’s most visible stage, the opportunity for women to coach female collegiate athletes has stagnated after a decades-long decline.

In 1972, when the gender equity law known as Title IX was enacted, women were head coaches of more than 90 percent of women’s college teams across two dozen sports. Now that number has decreased to about 40 percent.”

On Wednesday, The Guardian journalists Anushka Asthana and Rowena Mason reported on the initiation of the formal process to separate Great Britain from the European Union.

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“A letter signed by the prime minister will be hand-delivered to the president of the European council at about 12.30pm – as she rises in Westminster to deliver a statement to MPs signalling the end of the UK’s most significant diplomatic association since the end of the second world war.”

Unfortunately, the momentous occasion was not compelling enough. A photo soon emerged of the prime minister and first minister of Scotland provoking a sexist headline and article from the Daily Mail, prompting “immediate criticism from politicians, commentators and members of the public after it first appeared on Twitter on Monday night. Conservative MP and former Education Minister Nicky Morgan accused the paper of “appalling sexism”.

“Seriously? Our two most senior female politicians are judged for their legs not what they said #appallingsexism,” Ms Morgan said.

Labour MP Yvette Cooper joked that the clocks had “gone forward this weekend, not 50 years back”, while former Labour Leader Ed Miliband wrote the “1950s called and asked for their headline back”.

And then there was this, ‘Do Millennial Men Want Stay-at-Home Wives?’. Stephanie Coontz shared new research on attitudes toward gender equity.

“…a set of reports released Friday by the Council on Contemporary Families reveals, fewer of the youngest millennials, those aged 18 to 25, support egalitarian family arrangements than did the same age group 20 years earlier.

Using a survey that has monitored the attitudes of high school seniors for nearly 40 years, the sociologists Joanna Pepin and David Cotter find that the proportion of young people holding egalitarian views about gender relationships rose steadily from 1977 to the mid-1990s but has fallen since. In 1994, only 42 percent of high school seniors agreed that the best family was one where the man was the main income earner and the woman took care of the home. But in 2014, 58 percent of seniors said they preferred that arrangement. In 1994, fewer than 30 percent of high school seniors thought “the husband should make all the important decisions in the family.” By 2014, nearly 40 percent subscribed to that premise.”

Rose Leadem reported on the new joint co-work space venture between Staples and Workbar.

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“Staples isn’t just for office supplies or printing anymore. Three of the company’s Massachusetts stores now include happy hour, retro music and mod seating — that is, it’s adding coworking spaces.

Since September, more than 200 people have signed up for memberships, which cost $130 a month. The company hasn’t revealed plans for more locations, but according to Bloomberg, Goodman hopes to “dominate the $80 billion-a-year U.S. midmarket, or businesses with fewer than 200 employees.”

Minda Zetlin interviewed writer Michael Lewis and found ‘Being Lazy Is the Key to Success, According to the Best-Selling Author of ‘Moneyball’.

Embracing laziness has helped him be successful because he focuses his efforts only where it really matters, he explained. Here’s how that can create a real advantage:

Being willing to be inactive or less active means you’ll be available when something truly worthy of your best effort comes along. It also means you’ll have the time and space to go looking for those really worthwhile projects. If you’re busy being busy, you’ll miss them…

“People waste years of their lives not being willing to waste hours of their lives. If you mistake busyness for importance–which we do a lot–you’re not able to see what really is important.”

“My laziness serves as a filter,” Lewis said. “Something has to be really good before I’ll decide to work on it.”

While embracing laziness, you may want to think about securing your online privacy. With the roll back of internet privacy regulations last week, Marguerite Reardon offered background and analysis, ‘Congress just killed online privacy rules. Now what?’

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“The House of Representatives on Tuesday voted 215-205 to stop FCC regulations from taking effect that would have required broadband and wireless companies to ask your permission before sharing sensitive information about you, such as the websites you visit, the apps you use or even your location. The rules would have also set standards for broadband providers to protect information they collect and store. And they would have set requirements for when and how companies would inform you if your data was stolen.

Since the FCC’s rules never actually went into effect, you won’t notice much difference in how companies are protecting your privacy. But eventually, you’ll see a lot more targeted advertising and creepy ads that follow you all over the internet. Your broadband provider, whether that’s AT&T, Verizon or Comcast, will still be able to sell some information about you to advertisers, just as Google and Facebook can.

Broadband providers are already moving into the content business, and they’re likely to get more aggressive in how the information is used and who gets to use it.”

#3 on the most read, shared and discussed posts from across the New York Times was an updated article that originally appeared in November, ‘Protecting Your Digital Life in 8 Easy Steps’. Don’t forget to cover your webcam with tape…

Photo credits:  Theresa May – Downing Street/Twitter,

 

 

 

 

 

The week@work – the war for talent, following vs. leading, exhaustion, and maybe we should ask a sociologist

The last state to approve the Equal Rights Amendment to the Constitution was Indiana in 1977 – until Thursday when Nevada ratified the ERA, thirty-five years after the deadline imposed by Congress. It was a welcome antidote to the White House photo of the freedom caucus taken the same day (above). Any odds on an extension to revisit and ratify?

“Nevada has given NOW President Terry O’Neill new cause for hope. “Now it’s a two-state strategy,” she tells the Times. “It’s very exciting. Over the past five years, Illinois and Virginia have come close. I think there is clear interest in this.

In other stories this week@work, journalists and experts provided an update on the ‘war for talent’, offered an argument for balancing followers with leaders in the workplace, and expressed concern with a ‘gig economy’ advertising campaign that seemed to glorify exhaustion@work.  The last story this week@work re-examined an idea from the 60’s to establish a Council of Social Advisers to complement the Council of Economic Advisers in D.C. “It’s not just work; it’s how work offers a sense of purpose and identity.”

Dr. Tomas Chamorro-Premuzic and Adam Yearsley believe ‘The War for Talent Is Over, And Everyone Lost’. They cite workplace trends indicating more passive job seekers, the appeal of self-employment and the lure of entrepreneurship as competitive factors for employers to attract the best and the brightest, and offer a few best practices to turn things around.

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“In 1998, after a year-long study on the subject, McKinsey researchers declared that a “war for talent” was underway. In the years ahead, they said, organizations’ future success would depend on how well they could attract, develop, and retain talented employees–an ever more valuable asset in ever higher demand.

Instead of winning a war for talent, organizations appear to be waging a war on talent, repelling and alienating employees more successfully than harnessing their skills.

Today, in a world full of many more Chief People and Chief Happiness Officers, that war nevertheless appears to have been lost on all sides. Of course, many workers excel in their jobs and make pivotal contributions to their organizations. But for every one employee who does, there are many more who are underemployed, underperforming, and just plain miserable at work.”

One of the employer prescriptions for success is to “stop developing people’s leadership skills”.

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“…research suggests there’s a strong negative correlation between the amount of money spent on leadership development (which in the U.S. totals over $14 billion a year), and people’s confidence in their leaders. One of the reasons is that leaders are often deprived of negative feedback, even in training programs. We’ve gotten so used to coaching to people’s strengths that weaknesses get left unaddressed. The basics of human psychology magnify that issue; people are already prone to judging their own talents way too favorably, especially after experiencing a measure of success.”

Which links neatly into the next story of the week@work, Susan Cain‘s ‘Not Leadership Material? Good.The World Needs Followers.’

“Perhaps the biggest disservice done by the outsize glorification of “leadership skills” is to the practice of leadership itself — it hollows it out, it empties it of meaning. It attracts those who are motivated by the spotlight rather than by the ideas and people they serve. It teaches students to be a leader for the sake of being in charge, rather than in the name of a cause or idea they care about deeply. The difference between the two states of mind is profound. The latter belongs to transformative leaders like the Rev. Dr. Martin Luther King Jr. and Gandhi; the former to — well, we’ve all seen examples of this kind of leadership lately.”

Jia Tolentino used Fiverr’s new ad campaign to illustrate ‘The Gig Economy Celebrates Working Yourself To Death’.

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“It does require a fairly dystopian strain of doublethink for a company to celebrate how hard and how constantly its employees must work to make a living, given that these companies are themselves setting the terms. And yet this type of faux-inspirational tale has been appearing more lately, both in corporate advertising and in the news. Fiverr, an online freelance marketplace that promotes itself as being for “the lean entrepreneur”—as its name suggests, services advertised on Fiverr can be purchased for as low as five dollars—recently attracted ire for an ad campaign called “In Doers We Trust.” One ad, prominently displayed on some New York City subway cars, features a woman staring at the camera with a look of blank determination. “You eat a coffee for lunch,” the ad proclaims. “You follow through on your follow through. Sleep deprivation is your drug of choice. You might be a doer.”

A Fiverr press release about “In Doers We Trust” states, “The campaign positions Fiverr to seize today’s emerging zeitgeist of entrepreneurial flexibility, rapid experimentation, and doing more with less. It pushes against bureaucratic overthinking, analysis-paralysis, and excessive whiteboarding.” This is the jargon through which the essentially cannibalistic nature of the gig economy is dressed up as an aesthetic.”

Maybe we need a few less economists and a few more humanists to address our life@work

There was a lot of discussion in the media this weekend in the wake of the health care bill defeat. What are the lessons learned? We might ask the same question about the November election result, only this time maybe we should be consulting with sociologists vs. economists. Neil Irwin asked “What if Sociologists Had as Much Influence as Economists?”.

“For starters, while economists tend to view a job as a straightforward exchange of labor for money, a wide body of sociological research shows how tied up work is with a sense of purpose and identity.

“Wages are very important because of course they help people live and provide for their families,” said Herbert Gans, an emeritus professor of sociology at Columbia. “But what social values can do is say that unemployment isn’t just losing wages, it’s losing dignity and self-respect and a feeling of usefulness and all the things that make human beings happy and able to function.

…the economic nostalgia that fueled Donald J. Trump’s presidential campaign was not so much about the loss of income from vanishing manufacturing jobs. Rather, it may be that the industrial economy offered blue-collar men a sense of identity and purpose that the modern service economy doesn’t.”

At the beginning of this new week@work consider where work fits in your sense of identity and purpose. It’s not just work.

 

The week@work – ‘I’MPossible, steady job gains, robots, the multi-lingual advantage, and digital addiction

This week@work a South African big wave surfer completed his Atlantic crossing via paddleboard, the U.S. unemployment rate dropped to 4.7%, research revealed speaking multiple languages restructures our brain, and the time you are spending reading this on your smartphone just may be a symptom of addiction.

What have you been doing @work since December 6, 2016? Chris Bertish, an accomplished surfer, left Morocco on that Tuesday headed for Florida. John Clarke reported ‘Chris Bertish Becomes First to Cross Atlantic by Paddleboard’.

“Bertish left the Agadir Marina in Morocco on Dec. 6. and planned to make the 4,600-mile, open-ocean passage unsupported and unassisted on a 20-foot stand-up paddleboard to Florida in four months.

He changed course south to Antigua because of low pressure systems and volatile weather, completing the 4,050-mile crossing in 93 days, arriving at 8:32 a.m. local time. Bertish averaged 44 miles a day — mostly at night to avoid exposure to the sun — and alternated between resting and paddling every two or three hours.

He made an estimated two million paddle strokes during the journey.”

In other good news, Ana Swanson examined the detail behind the unemployment figures, ‘U.S. added 235,000 jobs in February; unemployment rate dropped to 4.7 percent’.

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“The U.S. economy added a healthy 235,000 jobs in February, according to government data released Friday morning, surpassing economists’ expectations and likely clearing the way for the Federal Reserve to raise interest rates this month.

The unemployment rate ticked down to 4.7 percent, compared with 4.8 percent in January, and wages rose by 6 cents to $26.09 in February, after a 5-cent increase the month before.”

In a related story, Claire Cain Miller offered strategies on ‘How to Beat the Robots’.

“The problem, at least for now, is not that there isn’t enough work — there is, but it is very different from the kind of work technology is displacing. Manufacturing and warehousing jobs are shrinking, while jobs that provide services (health care, child care, elder care, education, food) are growing.”

A number of elements in combination could establish viable competition with the robots: education that encourages flexibility and life-long learning, guaranteed basic income, profit sharing, and experimenting with non-traditional approaches to work.

Author Gabrielle Hogan-Brun‘s research has found ‘People who speak multiple languages make the best employees for one big reason’.

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“Speaking a different language—whether it’s your grandparents’ tongue or high-school Spanish—fundamentally changes the structure of your brain. Put a bunch of these malleable minds together in a company, and you create the potential for some truly original thinking.

Observations of multi-language work teams show that mixed-language groups have a propensity to find innovative solutions for practical problems. This is because they use a range of communication strategies in flexible and dynamic ways. When speakers from different language backgrounds work together using a common language, they draw on subconscious concepts that lie below the surface of the language they happen to be conversing in.

These findings show that bilingual people may have highly valued employment attributes: analytical thinking, conceptualizing ability, working memory, and dexterity. Clearly, these skills are assets when it comes to rational planning, managing complexity, and problem solving, which are central for executive function.”

Claudia Dreifus interviewed social psychologist, Adam Alter to discover ‘Why We Can’t Look Away From Our Screens’.

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“Why do you claim that many of the new electronic gadgets have fueled behavioral addictions?”

“Well, look at what people are doing. In one survey, 60 percent of the adults said they keep their cellphones next to them when they sleep. In another survey, half the respondents claimed they check their emails during the night.

Moreover, these new gadgets turn out to be the perfect delivery devices for addictive media. If games and social media were once confined to our home computers, portable devices permit us to engage with them everywhere.

Today, we’re checking our social media constantly, which disrupts work and everyday life. We’ve become obsessed with how many “likes” our Instagram photos are getting instead of where we are walking and whom we are talking to.”

In closing this week@work, this morning’s tweet from Chris Bertish:

“As you head into the new week, remember the mantra that got me through 93 days on the Atlantic…Nothing is impossible, unless you believe it to be”

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The week@work – “and the winner is…”, transition@the Met, stress@work, and ambition

The week@work started with ‘the mistake’ at the end of the Oscars ceremony, and continued with a visible transition at the top of the most prestigious U.S. art museum. On the job ‘burn-out’ continues to take a toll on all @work, and may explain the recent Uber executive’s meltdown. And, a leading fashion designer is launching a campaign to ’embrace ambition’.

When we make a mistake @work, we typically don’t have an audience 32.9 million folks watching. But that’s what happened Sunday evening when the wrong envelope led to an ‘epic fail’ in the announcement of Best Picture winner. The New York Times film critics shared their reactions.

“…in its own way, last night’s spectacle — so relatively smooth, until all of a sudden it was anything but — represents a Hollywood watershed or, at least, like the original “Bonnie and Clyde,” the arrival of a new generation. The envelope mix-up was painful, but it brought to the stage two directors in their 30s with five features between them and reminded the audience that Damien Chazelle and Barry Jenkins are not enemies.  A.O. Scott

“Honestly, I don’t know. But something happened that seemed to simultaneously tell us who we were, are, believe ourselves to be. This is, what, the fourth time since November that the country has gathered for an evening of live television, only to be part of a rug-yanking ceremony. After Sunday night, the presidential election, the Super Bowl and, to a different but related extent, the Grammys, I’ve officially come down with outcome-oriented post-traumatic stress disorder — Ooptsd, as in upside my head.”  Wesley Morris

And from Hollywood, where the trade publication Variety’s cover seemed to mirror the events, Claudia Eller, co-editor in chief provided context for the ‘morning after’ cover.

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“The high stakes and cutthroat tactics enlisted during Hollywood’s annual award season have long rivaled those of hard-fought political campaigns. But this year’s race showed the entertainment community at its absolute best. This was not a case of winner-take-all, but rather — as our cover story hopefully and joyfully exemplifies — proof that contenders share similar dreams, struggles, and frailties, and in fact can show respect and a generosity of spirit toward one another, whether they win or lose.”

On Wednesday morning I received this email from Thomas P. Cambell, Director and C.E.O. of the Metropolitan Museum of Art.

“I write to share the news that I have decided to step down from my role as Director and CEO of The Metropolitan Museum of Art. It is not an easy choice to step away, especially at such a transitional moment. That said, the Museum’s current vitality is what makes it the right moment to do so. For the next stage of my career I look forward to new challenges beyond The Met, always in service of art, scholarship, and understanding.”

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What now? From Margaret Lyons on Twitter, “Please, someone: Set a prestige drama among the employees of a world-class museum.”

Maybe the Met could use a ‘Mozart in the Jungle’ treatment. Are you listening Jeff Bezos?

Holland Carter offered ‘How to Fix the Met: Connect Art to Life’

“What I can talk about is art, and how a museum can make people care about it. If historical art is now a hard sell, and it is, learn to sell it hard. That means, among other things, start telling the truth about it: about who made objects, and how they work in the world, and how they got to the museum, and what they mean, what values they advertise, good and bad. Go for truth (which, like the telling of history, is always changing), and connect art to life. Mix things up: periods, functions, cultures. (You can always unmix them.) Let audiences see that old is always new, if viewed through knowledge.

To present art this way — to pitch it, advocate it, make it snap to life — is to rethink the basic dynamic of a museum, turn it from passive to active, from archival to interactive, while letting it be all of these. This is the work of curators, and the Met has some fantastic ones. But to do their job boldly and radically, they need the attentive, encouraging permission of an alert director, probably meaning one who isn’t also saddled with being the company’s chief accountant.”

Rachel Feintzeig asked ‘Feeling Burned Out at Work? Join the Club.’

“Stress and anxiety are cited in 70% of the calls placed to phone-counseling lines at Workplace Options, a provider of employee-assistance programs; in 2014, 50% of callers complained of those feelings. Total calls to those counseling lines reached 42,500 last month, an 18% increase from 2016’s average.

Gallup’s most recent large-scale survey about burnout in the U.S., conducted in 2012, found that more than 40% of workers were so stressed at work they felt burned out. A more recent survey of German workers, conducted in 2015, found that nearly a quarter felt burned out.

Workers aren’t “assertive about their boundaries because they fear for their jobs,” said Alden Cass, a Manhattan-based clinical psychologist who treats patients with high-stress jobs. Burnout begins when a worker feels overwhelmed for a sustained period of time, then apathetic and ultimately numb, he said.”

Not sure if Travis Kalanick of Uber is suffering from burn-out, but last week’s viral video arguing with one of his employees was the culmination of a series of PR nightmares for the executive. Adrienne LaFrance reported ‘As Uber Melts down, Its CEO Says He ‘Must Fundamentally Change’.

“It took eight years and at least as many back-to-back-to-back-to-back controversies to break Travis Kalanick.

After a stunning month of scandals at Uber, Kalanick, its founder and CEO, sent an emotional and uncharacteristically apologetic memo to his employees Tuesday night. “This is the first time I’ve been willing to admit that I need leadership help,” Kalanick wrote. “And I intend to get it.”

The final story this week@work comes from the fashion pages and reporter Jacob Bernstein who asks ‘When Did ‘Ambition’ Become A Dirty Word? to introduce the story of designer Tory Burch and the most recent effort of her foundation.

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“There is nothing particularly fiery about Tory Burch…the issue of ambition, and the way it is used to defame women, is nevertheless personal to her.

In 2009, Ms. Burch started the Tory Burch Foundation and, through a partnership with Bank of America, saw it grow to an organization that ultimately gave more than $25 million to female entrepreneurs around the world.

Many of the recipients of these grants had experienced the same kind of sexism she faced. They were called too hungry, too intent on power, too ambitious — code words used in place of the more vulgar expressions that men (and sometimes women, too) used when they were out of earshot.

“There was a harmful double standard,” she said.”

The global campaign, ‘Embrace Ambition’ launches with a PSA in conjunction with International Women’s Day.

This week@work I encourage your ambition, and wish you a speedy recovery from “Ooptsd”, NYT film critic Wesley Morris’ appropriately new acronym for our times – “outcome-oriented post-traumatic stress disorder”.

 

 

 

 

The week@work – ‘Walden, a game’, Uber’s culture, pollution & the stock market, and the ‘folly’ of abolishing the N.E.A.

This week@work the designers of a new video game would like us to take a walk in the woods, a former Uber engineer authored a blog post that opened a window on corporate culture, an economics professor demonstrated the link between air pollution and stock market fluctuations, and the director of the Metropolitan Museum of Art warned against cutting funds to the National Endowment for the Arts.

When we talk about work/life balance we typically think about disconnecting from technology, not using it as a portal for relaxation. Robin Pogrebin‘s article ‘In Walden Video Game, the Object is Stillness’ offers an example of a seemingly contrarian application.

“…the new video game, based on Thoreau’s 19th-century retreat in Massachusetts, will urge players to collect arrowheads, cast their fishing poles into a tranquil pond, buy penny candies and perhaps even jot notes in a journal — all while listening to music, nature sounds and excerpts from the author’s meditations.

While the game is all about simplicity, it has actually been in development for nearly a decade. The lead designer, Tracy J. Fullerton, the director of the Game Innovation Lab at the University of Southern California School of Cinematic Arts, came up with the idea as a way to reinforce our connection to the natural world and to challenge our hurried culture.

“Games are kinds of rehearsals,” Ms. Fullerton said in an interview. “It might give you pause in your real life: Maybe instead of sitting on my cellphone, rapidly switching between screens, I should just go for a walk.”

“Maybe we don’t all have the chance to go to the woods,” Ms. Fullerton added. “But perhaps we can go to this virtual woods and think about the pace of life when we come back to our own world. Maybe it will have an influence — to have considered the pace of Walden.”

Uber has a new logo and a new ranking as #3 on Fast Company’s Most Innovative Companies. “Uber’s most valuable asset is its data, which has been an important part of Uber’s business since it first launched.” Which is why we should not be surprised if the company is having a bit of a dysfunctional workplace moment.

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Christina Cauterucci investigated ‘The Sexism Described In Uber Employee’s Report Is Why Women Leave Tech – Or Don’t Enter At All’.

“Uber is staging a major PR defense for the second time in recent weeks after a former employee published a detailed account of persistent sexual harassment and discrimination she allegedly faced while working as an engineer at the company. Susan Fowler, who left the company in December after about a year of employment, claims in her Feb. 19 blog post that her manager sent her sexual chat messages soon after she was hired. When she reported him to human resources, she writes, she was told that it was his “first offense” and that she should switch teams if she didn’t want a negative performance review from him. Fowler later found out that other women had reported witnessing inappropriate behavior from this same man, and each were told that it was his “first offense” and not a big enough deal to require action.

In her blog post, Fowler accuses a manager of changing her performance scores after a stellar review to keep her from getting a transfer to another team, because it reflected well on the manager to prove he could retain female engineers on his team. This is a particularly outrageous deed in an account full of outrageous deeds. Instead of enforcing a zero-tolerance sexual-harassment policy or asking female employees how management could better support them, Uber has allegedly moved to improve its substandard track record on gender by narrowing opportunities for women on staff and sweeping harassment allegations under the floor mat. Fowler writes that she made repeated, documented human resources complaints about the unfair treatment she endured, but she was gaslighted by an HR representative who told her the emails she sent never happened and that men are better suited for certain jobs than women. It took a statement on a public blog to get any action from company leadership.”

The folks who work in climate science have been under fire in recent weeks. The photo below is a reminder of what the New York City skyline looked like 44 years ago, before environmental protections were enacted.

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For those not yet convinced of global warming, maybe a direct financial consequence would be more persuasive. Scott Berinato found ‘Air Pollution Brings Down the Stock Market’.

“When University of Ottawa economics professor Anthony Heyes and his colleagues compared daily data from the S&P 500 index with daily air-quality data from an EPA sensor close to Wall Street, they found a connection between higher pollution and lower stock performance. Their conclusion: Air pollution brings down the stock market.

The effect was strong. Every time air quality decreased by one standard deviation, we saw a 12% reduction in stock returns. Or to put it in other terms, if you ordered 100 trading days in New York from the cleanest-air day to the dirtiest-air day, the S&P 500 performance would be 15% worse on the 75th cleanest day than it was on the 25th cleanest day. We also replicated this analysis using data from the New York Stock Exchange and Nasdaq, and saw the same effect.”

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Finally, this story is not only for those who work in the arts, but for all of us whose curiosity and creativity were sparked by a play, music or a visit to a museum. The Metropolitan Museum of Art’s director, Thomas P. Campbell warns against ‘The Folly of Abolishing the N.E.A.’

“All too often, art is seen as a “soft” subject, the first thing to be cut, whether by local school boards or the federal government, when money is tight. But looked at purely in dollars, it is a false saving. The N.E.A.’s budget is comparatively minuscule — $148 million last year, or 0.004 percent of the total federal budget — while the arts sector it supports employs millions of Americans and generates billions each year in revenue and tax dollars.

The United States has no ministry of culture. In this vacuum, the N.E.A., founded in 1965, serves three critical functions: It promotes the arts; it distributes and stimulates funding; and it administers a program that minimizes the costs of insuring arts exhibitions through indemnity agreements backed by the government. This last, perhaps least-known responsibility, is crucial. This fall, the Met will host a major exhibition on Michelangelo that will bring together masterpieces from across the world. The insurance valuation is a whopping $2.4 billion — not even our museum, the largest art museum in the nation, could come close to paying the premium for such coverage without the federal indemnity the N.E.A. makes possible.

I fear that this current call to abolish the N.E.A. is the beginning of a new assault on artistic activity. Arts and cultural programming challenges, provokes and entertains; it enhances our lives. Eliminating the N.E.A. would in essence eliminate investment by the American government in the curiosity and intelligence of its citizens. As the planet becomes at once smaller and more complex, the public needs a vital arts scene, one that will inspire us to understand who we are and how we got here — and one that will help us to see other countries, like China, not as enemies in a mercenary trade war but as partners in a complicated world.”

This week@work take a break and visit your local museum. Then go home and send an email to your member of congress. Remind them of the importance of “investing in the curiosity and intelligence of its citizens”.

 

Photo credit: Manhattan Skyline, May 1973 – Chester Higgins NARA