And not for a good reason, sadly. As I've said many times, I wrote my book because I felt that lots of people were talking about my generation, or to us, but not with us. Articles like the one I mentioned earlier are exactly the kind of thing that get my ire up, and prompted me to write in the first place. Now, in 2016, when one would think we've moved beyond the kind of down-talking monologues that made me angry in the first place, I've encountered another piece by an author
In my study of the root causes of the gender wage gap, one of the areas that I identified as being a contributing factor is the fact that women are far more likely than men to choose to take extended absences from work. Whether for the birth of a child, care for a sick family member, their own health condition or that of an elderly parent, women bear the brunt of that work. As a result of doing so, often with no pay protection in place, their lifetime earning potential is dim
In my book I spoke a bit about Generation Z, taking notes of what is currently happening around them and how it will shape their choices. I also bemoaned how easy it was for Generation Y to be described with lazy adjectives that may have pinpointed the very superficial reality of the generation's beliefs and values, but did very little to help us understand why or how we can engage together. I warned readers to keep this in mind when it came time to judge the next generation,
A lot has been said about the implications of the election on a number of different groups, notably business. With the approach of Independence Day it's likely that many of the people of this country will be thinking about our relationship to government, and to each other. This political campaign has caused a lot of emotions and provoked many reactions, but have we given much thought to what we as HR professionals will be dealing with both during and after the big choice? 1.