Recently, the New York Times Magazine had a special theme issue on “The Future of Work: What Makes a ‘Good Job’ Good?”. As it happened, the issue came out while I was reading the new book Bullshit Jobs: A Theory by anthropologist David Graeber. This was a lovely bit of symmetry, because both the book and the articles in the magazine address similar questions: with more automation in the workplace, why are we not working fewer hours? If we know as much as we do about organizations and work, why are so many workers so unhappy? Shouldn’t work be getting better, instead of getting worse?
These are very big questions with complex answers. I won’t try to cover everything that’s discussed in the book and the magazine articles, and have a wide-ranging but superficial discussion; I recommend that you read the book and the articles for yourself. But I’m going to pull out a couple of themes that I found particularly fascinating.
Both the book and the articles look at the worsening relationships between workers and employers and show that this trend isn’t just anecdotal. Surveys of job satisfaction over time show (more…)
Student evaluations of teaching (SETs) are standard practice in almost every Canadian university and college. These are in-class or online questionnaires that students fill out anonymously to rate and comment on the instructor and the course, with the results passed along to the instructor and, usually, to their supervisor.
But although SETs are standard practice, they’re also controversial. SETs can provide instructors with valuable feedback that they can then use to improve the course or their teaching – the so-called “formative” purpose of such evaluations. But SETs are also often used by universities and colleges as a measure of the quality of the instructor’s teaching – the so-called “summative” purpose. Using SETs for summative purposes can be a problem because there are lots of factors beyond the instructor’s control – such as the difficulty of the course material, the class schedule, the timing and content of the evaluation itself, and even the instructor’s gender or race – that can unduly influence students’ ratings. That is why we’ve seen pushbacks from faculty members and unions at several Canadian post-secondary institutions on SETs being part of (more…)
Some of the most insightful observations about the comparative workplace experiences of men and women have come from people who have gone through a gender transition. Paula Stone Williams recently gave an excellent TED talk about what she learned as a man and as a woman, and she has now written a blog post on the same subject. Her perspective is very enlightening, particularly in showing how men and women can be treated differently in small or subtle ways – but all those little incidents add up to create big power imbalances that can be damaging to individuals and to organizations.
In a Q&A session after a keynote presentation earlier this month, I was asked about my personal discoveries related to gender inequity. Off the top of my head, I could not formulate a list. It did not take long to do so afterwards. In no particular order, here are 12 of my discoveries: In a […]
All About Work is up and running again! My summer project is nearly finished, and I will be posting details about it soon.
In addition to working on that project, I’m spending part of my time this year working at a new location, and I get there by taking public transit. To pass the time on those trips, I’m exploring the world of podcasts. A podcast series that I’m really enjoying is Sodajerker, hosted by UK songwriters Simon Barber and Brian O’Connor. Simon and Brian interview other songwriters, and because they are songwriters themselves, the focus of the interviews is on (more…)
A lot of recent discussion about the labour force in Canada and elsewhere has focused on the “skills gap” – the alleged mismatch between workers’ skills and the abilities that employers need. One reason for the alleged gap is “digital disruption” – the automation or digitization of job tasks – which is changing how some jobs are done and thus changing the skills needed to successfully perform those jobs. These changes are so rapid that workers’ skills may quickly become outdated. Along similar lines, the Royal Bank of Canada recently released a report calling for post-secondary institutions to improve their graduates’ “human skills”, so as to better equip them for the parts of their future jobs that will involve working with people rather than with computers.
The narrative around the “skills gap” has mostly been controlled by employers and by the business community, and the business media have, generally, uncritically bought into the narrative. But the narrative is misleading in how it portrays the problem. It ignores (more…)
And, um, I’d like to suggest that we should pay more attention to it?
A recent discussion on Twitter raised some provocative points about communication norms in workplaces, especially those norms associated with gender. The research of linguists and sociologists such as Deborah Tannen has shown that men and women communicate differently, especially in the context of work. Men tend to present their views and opinions directly, while women tend to frame their statements with qualifiers such as “I think” or “in my opinion”.
In any workplace, the dominant group’s norms – both linguistic and behavioural – usually become (more…)
In January I made an unexpected trip to Edmonton, where I lived in the early ‘90s while I attended the University of Alberta. Some things have changed, some are the same – like -30C weather that time of year – and some have adapted, like the student newspaper the Gateway. When I was a U of A student the Gateway was a once-weekly newspaper, but it now posts most of its stories online, and the print version is a monthly magazine.
The last couple of weeks have been full of news about workplace abusers and harassers being called out. It seems that every time I look at Twitter there’s a link to yet another story about an accusation of inappropriate behaviour. It’s good that this behaviour is being brought into the open. But two decades ago there was also a huge uproar about harassment when Supreme Court nominee Clarence Thomas was accused of harassing the staff in his office.
So it puzzles me why we apparently need to have this same conversation all over again – especially when most organizations now have statements or policies about zero tolerance for workplace harassment or abuse.
These discussions of high-profile incidents of obvious harassment also have another effect. They distract attention from other forms of harassment. Harassment isn’t just the big incidents; it’s also the little things that happen over and over again.
Earlier this year, a study pointed out some very good examples of smaller, ongoing harassment. Alice Wu, the author of the study, was (more…)