Claire Cain Miller的动态

My name is Marvin Samuels. I read your article for the New York Times that you and Josh Katz wrote titled, "what researchers Discovered when they sent out 80,000 fake resumes." I read the story on Yahoo News. I just wanted to tell you that what you wrote happened to me 30 years ago from 1994-1996, and your article proves that it is still going on. If you are interested in hearing my whole story, please respond to this message. You won't believe what happened. In your findings, you said in one paragraph that it is difficult for an applicant to know why they didn't hear back from the company. I didn't hear back from this school district where I applied for a teaching job for three weeks, so I went to their human resource office to see why I had not been contacted. I was lied to, so I had to sue them to get answers. During discovery, I learned the racist reason why I had not been contacted. I will leave it here for now. If you are interested in learning more, please respond to this. Thanks, Marvin Samuels

As one young woman I met said, "Things will change because I am willing to make other people uncomfortable". Looking forward to what Gen Z and Millennials can teach us Perennials!

Claire Cain Miller, thanks so much for this very excellent piece! I appreciate the balance between men and women quoted in your piece. Further, you've got both people on the employee side of the equation and employers! Great job. Kathy Keevan, I think you are right in that they are building upon a foundation that was established by older generations. Corporate change is often very slooooowwww. I think the fact that Ana Recio of Salesforce is quoted is important as that is such a huge company.

Claire Cain Miller, I wish the article hadn't been framed to suggest that the millennials and Gen Z are heroically ushering in workplace improvements that previous generations were just too lame to try.? First of all, this is the first time in history that technology could support remote work.? Second, cultural change is incremental and builds on what has been done before.? And it is slow.? In the eighties, I as a young woman just entering the workforce wasn't in a position to demand anything.? Women were just barely being accepted.? It took us this long to get to a position where we were not merely tolerated, but needed, which provides the necessary bargaining power.? This is not a generational thing, it's a change takes time thing.

The future i believe wont be "set" by a 9-5 environment. Creativity, better performance and business in general don't go by a set hourly schedule. Mean we can't do business at 9 or 10 PM? future looks flexible so does creativity.

There is definitely a shift happening as companies look to the future and the ways they need to adapt to the upcoming workforce. The motivations of the past are no longer relevant. Combined with a higher consciousness about reducing transportation emissions to save the planet, I dare say that we will continue to see significant shifts in this space.

If you put proper communication methods this can work. Also, if people enjoy what they do they'll want to do good work. I'd say if there's a trust issue with employees it's probably more of a hiring issue.

Millennial caregivers to their parents/elderly/other family members are to be considered...

Beautiful masterpiece

I am not his publicist, but, Jason Fried should be required reading - particularly Rework, Remote, and It Doesn't Have to Be Crazy at Work - for any manager in most companies. Although I am a Baby Boomer, I have enthusiastically embraced what should be the "new normal" of flexible work hours AND remote work for my team. I have seen too many companies languish by refusing to become enlightened in that results and accountability are the key performance indicators...not sitting at a desk pretending to be working as someone in the executive suite is "counting heads".