Workplace trends

Some workers are legally entitled to unplug after hours

Australia’s Senate passed a bill to give workers the right to ignore work communications outside of working hours without fear of repercussions. This new bill, which is expected to pass in the House, reflects a growing effort to strengthen workers’ rights. At a recent news conference, Prime Minister Anthony Albanese explained, “Someone who is not being paid 24 hours a day shouldn’t be penalized if they’re not online and available 24 hours a day.” Australia’s moves follow in the footsteps of several European nations, including France, Germany, Italy, and Belgium, which have already introduced the right of workers to disconnect from employers while off the clock. Some critics of the new rule have expressed concern that it will make it harder for businesses to drive productivity and get work done.

Japan’s economy has taken a hit

After unexpectedly contracting for two consecutive quarters, provisional government data shows that Japan’s economy has dipped into a technical recession. The country’s high inflation rate crimped domestic demand and private consumption, which wound up knocking Japan down from the world’s third largest economy to the fourth – replaced by Germany. That said, though growth is set to remain sluggish this year, some say it’s still debatable whether or not the country has actually entered a recession. While job vacancies went down, Japan’s unemployment rate also dropped to an eleven-month low in December, and a recent survey by the Bank of Japan showed that business conditions across industries in Q4 were the strongest they’ve been since 2018.

The AI corner

AI spammers are taking over Google searches

While web spam is nothing new, AI tools have started to lower the barrier for entry. AI-generated spam pages are playing Google’s algorithms, and many are ranking higher than the information you actually need. While Google prohibits mass-produced content aimed at hijacking search results, the strategic AI-generated content doesn’t actually violate Google’s spam rules. In order to rank highly in search results, spammers are publishing posts on established sites that Google tends to favor, like LinkedIn, Reddit, and Quora. While at best, the clickbait is annoying, at worst, it can threaten users with scams intended to steal credit card details and other personal information. With over 91% of global searches taking place on Google, these scams pose a significant threat.

Nvidia is officially the fourth most valuable public company

Last week, Nvidia, the most prominent producer of the semiconductor chip technology that powers generative AI, surpassed fellow tech giants Amazon and Alphabet in market value. The company’s stock more than quadrupled over the last 15 months alone as investors clearly bought into Nvidia’s market-leading position in AI. Nvidia is now the fourth most valuable public company in the world, trailing only Microsoft, Apple, and Saudi Aramco. Its stock’s 17,000% gain over the last decade is by far the greatest return of any stock on the S&P 500, reflecting Nvidia’s remarkable journey thanks to the AI boom.

Supporting Black employees

With Michaelangelo Garland, Danya Humeida, Ejamike Mbanefo, and Malik Osumah

It’s Black History Month – a time dedicated to celebrating the achievements of African Americans and recognizing the central role they have played in shaping U.S. history.

Companies across the globe have released statements in support of the holiday and many use this month to spotlight the valued contributions of Black community members within their organizations and beyond. And while this acknowledgement is certainly necessary, Black employees continue to face extra hurdles and economic barriers in the workforce today, which is why there is still so much work to be done.

Today, the wealth gap between White and Black Americans is nearly as large as it was back in the 1950s, with the current median White household having $285,000 in wealth, compared to $45,000 for the median Black household, per the National Bureau of Economic Research. Recent cross-industry layoffs have also disproportionately affected underrepresented groups, – with listings for DEI roles down 19% in 2022 and companies increasingly cutting these positions – which has significantly hindered business pledges to boost minority representation and equity.

Many Black employees also experience frequent microaggressions and hostility at their workplaces, and find themselves code-switching – the practice of changing one’s appearance, body language, or expressions to fit in with the dominant culture – in order to feel accepted at work. Research by the Harvard Business Review found that code-switching increases chances of raises, promotions, and perceptions of professionalism for Black employees, and an Indeed survey released this month revealed that half of surveyed Black workers believe that not code-switching would negatively affect their professional careers. This statistic is alarming because code-switching is tied to burnout, emotional distress, and reduced commitment to one’s company.

So, as a leader, what can you do to build an inclusive, welcoming, and supportive environment for the Black members of your team and organization? We sat down with Michaelangelo Garland, Danya Humeida, Ejamike Mbanefo, and Malik Osumah, members of monday.com’s Black Employee Resource Group (ERG), to get their insights and advice.

Acknowledge it directly

Even if your organization released a statement or has organized initiatives to celebrate Black History Month, as a manager, a good practice can be acknowledging it directly with your team members. If you have Black employees on your team, sit down with each one of them individually to make space for them to share what you can do, as their leader, to support them and address the significance of the month with the rest of the team. During events or holidays like Black History Month, ask your Black employees how it impacts them and what it means to them.

When it comes to conversations about Black History Month with your team, you can also give members of the community the opportunity to lead the discussions if they want to. Offering them the chance to choose whether or not they want to direct the conversation and decide what kinds of issues are addressed is the best way to ensure the topic is acknowledged in a way that honors their voices and needs.

Invest in education

When you lead a team, it’s important to take a genuine interest in your employees in order to be a present and effective manager. A great place to start is by trying to stay informed on what’s happening in their communities – from new legislation and policy changes to major events being talked about in the news – so that you can be a more effective support system for your team members. Recognize that certain news updates or political changes may influence their sense of safety and belonging, so do your best to validate the emotional burdens they carry and remember that you don’t have to personally relate to an experience to appreciate the difficult feelings that may come with it.

On that note, without putting pressure or pushing a certain agenda, give Black community members on your team the opportunity to openly share their experiences and challenges with their colleagues. By helping your employees express the obstacles they face with their teammates, you make a clear statement that this is a safe space, inspire others to feel comfortable opening up, and pave the way for greater awareness and intentional behavior on your team going forward.

Convey your commitment

As mentioned above, it’s very common for Black employees to feel pressure to adjust their appearances, body language, and expressions at work in order to feel more accepted, which can be really draining and alienating. So, as a leader, it’s important to convey your commitment to creating a culture in which everyone on your team feels like they are welcome as their true selves. In one-on-one conversations, try asking your team members individually if they feel comfortable being themselves on your team and if there’s anything you can do to make the environment more welcoming. This can open the door for Black employees and members of other minority groups to honestly voice their needs and help you identify actions to take in order to promote a greater sense of belonging within your team.

Be a mindful leader

Get to know your team members so that you can spot when someone seems down or uncomfortable and actively check in. If you notice a normally vocal team member sitting silently in multiple meetings or seeming tense after a particular conversation, be sure to privately reach out. Create space for them to be honest with you if they were offended by something or are having a hard time, and allow them to guide the conversation without pushing for details. Saying things like “No pressure at all if you don’t want to talk about it, I just wanted to check in and see if there’s anything I can do to help,” can make a real difference.

Remember that everyone is different

No single person can represent the feelings and experiences of their entire community, so don’t just take what one team member shares as reflective of the needs and priorities of every Black member of your team or organization. Make sure to have a conversation with each individual to ask about their personal challenges and identify what they may need from you as their leader. And remember, conversations about race and representation can be sensitive, and some people might not actually want to talk about it, which is okay! Your goal should be to simply open the door and make space for your employees to decide what they feel comfortable sharing with you. The most important thing is to show your team members that you care, and to avoid making assumptions solely based on limited information and identifiers.

Demonstrate trust

If someone on your team comes to you about an experience they had in which they felt excluded, disrespected, or uncomfortable – whether it be by a teammate, client, or more senior colleague – make it clear that you’re not questioning their experience of what happened. Rather than trying to justify the situation or play devil’s advocate, actively listen, validate their feelings, and let them know the next steps you plan to take. If they’re comfortable, you can speak directly with whomever else was involved, and if they prefer you not say anything, thank them for coming to you and let them know that you will do what you can to ensure these occurrences don’t happen again. When you do this, you show your team members that you trust their word and that they can count on you to have their backs.

Encourage community-building

Having a sense of community can make all the difference for employees who may feel isolated. So, if your company has relevant Employee Resource Groups (ERGs), let your team members know these exist and encourage them to join if they’re interested. And if there are no formal community groups, do your best to create opportunities for your team members to get to know each other better on a more personal level through team lunches, group nights out, or even team-building activities.

Be their advocates

Recent research by McKinsey & Co has revealed that companies have lost momentum in promoting Black professionals into managerial positions. Back in 2020, following the murder of George Floyd, U.S. companies made noteworthy strides in hiring and promoting Black professionals. However, the data now shows that they have reverted back to near 2019 levels, particularly when it comes to that critical first promotion to management, which has the power to set a person’s earning trajectory for years to come. Getting left behind at this stage is making it that much harder for Black professionals to grow into more senior and high-paying roles.

So, as a manager, recognize your power in correcting this. DEI initiatives shouldn’t be based on societal pressure – when a Black employee on your team is a star, push for their growth, even if they haven’t asked for it. Do your part to advocate for your employees, empower them, and help them advance. And if you notice that your Black employees are paid less than their white counterparts, don’t just stay silent – do your part to correct it.

Lead by example

As a manager, your employees look to you to set the tone for the team and model expected behavior. When you are an effective advocate, it empowers others on your team to be as well. So from educating yourself on current events and showing that you’re informed about what’s going on to speaking up when you witness microaggressions toward your team members and showing up to BHM events or initiatives, be present and make it clear that you care. The more you model this behavior, the more you can inspire other team members to support one another, which really goes a long way in promoting a sense of community and belonging on your team.

Water cooler chatter

Greece has become the first majority-Orthodox Christian country to legalize same-sex marriage under civil law. The country’s new law validates marriage in the civil realm but doesn’t require any church to perform such rites.

Two Indian families have gone to court over who invented butter chicken. The families of two men, Kundan Lal Gujral and Kundan Lal Jaggi, who originally became restaurant partners back in 1947, have completely diverged on which of the two should get the credit and go down in culinary history.

Question of the week

Last week’s answer: 60%+

This week’s question: Which race in the U.S. has the highest median household income?

Just for laughs