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Useful tips as people go back to the office, from a number of experts in the WSJ. Walking, biking to work or driving to work is safest. Use of public transit requires masks, sanitizer, frequent hand washing afterwards and caution. Surfaces such as elevator buttons, doorknobs and printer or device buttons should be disinfected regularly- use a tissue paper or paper towel to handle them and then use hand sanitizer. Meetings should be done with social distancing of six feet distance, and reduced number of participants. All should wear masks. Taking meetings outside where airflow is more is a good idea. Reduce number of meetings, as the meetings have not been very productive ways to get work done and many workplaces already have too many meetings. Avoid lunch dates outside, even in the open, with colleagues. A better way is to eat on your own and then take a masked or socially distanced walk with a colleague afterwards, say experts. High touch communal items should be replaced in offices such as coffeepots water coolers, and bulk snacks and this should be done by the companies as they prepare the new layout and arrangements.   ...

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This WSJ report says the use of stimulants and pills is openly discussed and visible in the fields of finance and banking, as ways to get through long hours and for making huge pay packages. It says drugs are used as a tool to optimize performance on the job particularly when it comes to entry level people in banking and finance. Leaders in finance are supposed to set the positive image role models- are they failing now, and are the practices being put in place for making health and healthy living a priority in the workplace as it is the only way to optimize performance. American history shows many leaders in business, finance, politics, the military, and government in the last 200 years- nowhere is it evident that stimulants optimize performance.

It is up to the captains of American industry and finance to set the right role models for the people working in their companies and for the Nation. 

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This story about companies in Australia that have tried a four day week shows employees using two mini weeks working Monday and Tuesday, taking off Wednesday and back to work for Thursday and Friday. It shows employees planning their Mondays and Tuesday miniweek in such a way that they can handle important work and meetings ahead of time. They come back recharged and renewed on Thursday, with Wednesday as the day to break up the work week in two. This has increased productivity at these companies. This is also a useful idea for older employees who work part time and work past usual retirement ages of 60 or 65 years as longevity increases in many countries. This enables retaining the vast experience of older workers in the workplace and promoting the health of older workers by keeping them active. As Japan, the U.S. and Europe and even China become aging societies this is becoming ever more important.  For worker on five day weeks this offers creative ideas to have a four and half day week giving workers a morning off or an afternoon off to recharge with sports or recreation activity or exercize, then coming back to work recharged in the afternoon. Other variations can also be used which promote productivity and employee satisfaction to get more of the most valuable work done more effectively and with enthusiasm, pushing less important work and time wasting out of the way. Employees generally would take charge of their work day and come up with creative and efficient ways of organizing their mini work weeks. ...

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AARP shows 29 million Americans working and taking care of older parents. Many work 40 hours a week and work an additional 20 hours helping elderly parents. About six out of ten people of this 29 million work full time. In 2024 a lot more people are living longer and older people prefer staying in their own homes and need help from family members. A simple fall or a cancer diagnosis can lead to long hospital stay, months of treatment, and worrying for family members. Company benefits in 2024 do not include senior or eldercare support or even accomodating employees caring for their parents. In America today federal and state laws do not protect people caring for elderly parents from discrimination in the workplace. Consider how this is affecting companies, as about one third who are caregivers say they are going to leave, and half of the employees leaving are senior manager and executives with much experience. This comes to about 5 million senior managers and executives that American industry can ill afford to lose as it competes with China, India and Europe. About half of all companies are making this a priority in 2024, according to Care.com. Citigroup added 2 weeks of paid leave to care for immediate family member. Companies allow employees to add older parents on their health insurance. These benefits are being added to maternity and paternity leave. The fact that Congress and state legislatures have failed to enact laws protecting caregivers is one more reason for the discontent and unrest in the US after the pandemic. ...

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Myanmar's economy shows slower growth in the early period of the Suu Kyi administration. Experts say part of the reason is that the administration has slowed investment in petroleum and mining and pushed it in favor of other areas to diversify the economy. The inexperience of the government is also an issue, as Myanmar needs workplace reforms. The IMF says growth should improve to 7.5% after 6.3% growth in 2016. The government is in office for only about 2 years, and this comes after decades of mismanagement and cronyism under military rule. Another problem is that Suu Kyi is considered a micromanager and is only now delegating matters to experts, some from Australia. In a sign of the sluggish foreign investment the two American companies investing in Burma are Coca Cola and a can making company. The initial enthusiasm for investment has waned. 

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The pandemic and ensuing lockdowns, unemployment in the US separated workers from their jobs just long enough to give them a chance to rethink how bad their jobs, incomes, and working conditions were before 2020, says this expert in the NYT. The aid to unemployed workers through long term unemployment benefits, moratorium of rent payments, direct money to households, gave workers enough financial room to make the choice not to go back to poor paying jobs with huge contact risks from coronavirus in the restaurant, fast food franchise, travel and entertainment industries, related industries.  With the Biden administration investing in child care, maternity leave, care for elderly leave, new opportunities for relocating and looking for work were opening for women, and for men who had stuck to old jobs and put up with lousy conditions because of a lack of alternatives. Biden administration's Families and Workers Plans, the effects of the pandemic, helped to shape a new culture of what was possible for workers- a sense that dignity in the workplace was part of culture in America. Restored by FDR/Truman and now again by Biden after two tech booms in the 1920's and the 1990's. A similar situation of a change in culture respecting the dignity of workers and of work is taking place in European Union as stated by SPD leader Olaf Scholz in his election campaign in Germany. Scholz is now incoming Chancellor replacing Merkel. European Union countries have better laws and rules in place for worker retention, and also better worker protections so that the great resignation that happened in America took place in a milder version. ...

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The educational system in Italy suffers from the same problems as the economy- a strong tendency to exclude young people who can bring new energy and new skills to the classroom or the workplace. New teachers are made temporary working at lower salaries with only 1 year contracts. The average age for teachers is 50. A teaching exam for new positions would normally be held every 3 years. The Education Ministry simply postponed this and the exam held in 2012 is the first since 1999. Upto now hiring freezes and budget cuts were common. The exam held in 2012 attracted 321,000 applicants for 11,500 job openings. Young people in other professions such as law who were stuck in temporary work also applied. This also reflects a high unemployment rate of 14% for people ages 24-35.

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 India would be 27% richer if it rebalanced its workforce to include more women, according to the IMF. Women's participation in the workforce is the lowest of the G20 countries except Saudi Arabia. Contributing only one sixth of economic output, half the global average. The employment rate of women in India has dropped instead of rising from its low level, an alarm signal. It was 35% in 2005, now in 2018 it is 26%. In the last decade the economy has more than doubled in size and number of working age women, according to the IMF is 470 million. Part of the reason is that more girls are in school. Conservative social rules mean that women are discouraged by their families or in-laws from working outside the home. As families become richer more women stop working. The lack of manufacturing jobs is also a constraint. Men have taken 90% of the 36 million jobs in industry created since 2005. Census data show that more than one third of women would take jobs if they were available. Urbanization and the shift to cities means less work in farming, mechanization of farming makes for less agricultural work. Changes in attitudes and better policies for maternity leave and women friendly workplace could help. Because most of the jobs are still in the informal economy, this is not as effective today but could make a difference in the future as more formal jobs are generated. Attitudes where men do more housework can make a difference. If men spent about 2 hours doing dishes and putting kids to bed, there would be a 10% increase in women's participation rate in the workforce, according to a World Bank study. One study shows this would add 550 billion dollars to India's economy. True especially as more women are getting university degrees and high school education. and the census study shows women have the desire to work if cultural attitudes, more men doing housework, and the job market were to change.       ...

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Chira and Einhorn of the NYT provide this detailed report on sexual harassment affecting women at Ford Motor Company's manufacturing plants in Chicago. The report describes a culture in which this was tolerated in the manufacturing plants.

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Jeremy Hunt, head of the Health Select Committee and Health Secretary 2012-2018, says Britain needs to take up mass contact tracing as its next national mission. Britain he says has passed 20,000 tests a day for coronavirus. America has passed 150,000 tests a day. Both more than South Korea. What is missing when compared to South Korea and Taiwan is mass contact tracing.  The app TraceTogether is not enough, as it was used by only 20% of Singapore's population. Only South Korea and Taiwan are able to open up the economy, have workplaces and life function close to normal through extensive testing and mass contact tracing, with feet on the ground. This is the only path that has worked with South Korea successfully out of the lockdown. This means "feet on the street." Making these calls requires skills, getting information, getting cooperation, offering guidance, and ensuring people isolate themselves after contact with an infected person. Sometimes it is by phone and sometimes in person wearing full PPE. They need to be sensitive enough in talking to someone feeling ill and to see how home isolation can be achieved, who else the coronavirus infected person or someone in the chain of contacts has been in contact with. Mr. Hunt says no effort should be spared in doing this as the millions of jobs in Britain, of people without work, the economy, and the need for light at the end of the tunnel of lockdowns, requires a way out. A huge task but a lot of impossible tasks are being tackled in the health services. The resources of Britain, every spare civil servant, every administrator not working, every one who can do this, needs to be enlisted to do this. The same task needs to be tackled in America, and in other countries as a national mission. ...

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The problems in owning an asset like the Chrysler Group. Dennis Berman of the WSJ says, its less like owning a car company and more like having a hard luck case. Thats because Chrysler Group carries an estimated $18 billion in unfunded health care and other benefit costs. These were built up in another era of automotive dominance of the Big Three car companies of Detroit, but are carried over to another era when this dominance has disappeared. In the 5 years 2002 to 2007, Chrysler's $2.7 billion in operating profit actually translated into a $1.75 billion loss, when including these payments. So from a banker's point of view, Chrysler's value is a small fraction of the $39 billion Daimler paid for Chrysler. In fact many bankers value Chrysler at zero, because of the liabilities associated with it, including the difficulties to get the unions to modernize the workplace and avoid class warfare labor negotiations. This is how the financial markets see it, as Daimler's stock market value went up by $20 billion after it disclosed it was looking for abuyer for Chrysler, and was determined to separate Daimler from Chrysler. ...

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David Gelles of the NYT column Corner Office, talks to the head of Accenture, Julie Sweet, about creating an inclusive workplace and levelling the playing field for women. In this interview Julie Sweet talks openly about her upbringing in the small Orange County, California town of Tustin. Her mother graduated from college when Julie was in her freshman year. After several jobs to help her family she went to law school and joined a New York law firm. She tells Gelles about her experience at this law firm Cravath where there were very few women partners and about breaking down sobbing at a unconscious-bias training session at the firm when asked about her own experience as a woman. After being elected partner she set up the first woman's program leading up to bringing more women upto the point where today women are 25% of the partners. Accidently she takes a call from a recruiter 17 years later about a position as general counsel at Accenture. She accepts the offer and five years later she is made the CEO North America of this consulting company with 469,000 employees. Asked about what tactics are effective in creating a level playing field for women Julie Sweet says it comes from making it a business priority. Making diversity and women a priority with measurable goals. Set goals, have accountable leaders and measure progress, says Sweet. Accenture did a study and found stats that were shocking. 40% of companies have no plan for advancing leadership, and less than 40% look at attrition between men and women. A big disappointment but also a large opportunity here to get results by putting in place some basic things. In 2015 She set Accenture goals for 40% women, and sees 2020 goal at gender parity 50-50%. For a firm with hundreds of thousands of consultants worldwide what are the qualities she sees as important in hiring? Sweet says lots of different interests and curiosity for learning. Next comes being able to do straight talk with clients, to deliver tough messages as companies are constantly telling her they want to hear what they need to hear not what they want to hear. ...

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The importance of soft skills such as flexibility, creativity and empathy, and the need for companies and universities to take up the teaching of these essential skills for the workplace. The Business Roundtable now considers as a key goal investing in employees, in addition to meeting the obligations to all stakeholders including the public, not just shareholders. The European system in France and Germany always took these stakeholders into account i contrast to the American system.

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Adam Bryant talks to 4 women executives about the problems women face in taking up higher management positions. One of the problems addressed directly and at length by the head of Pfizer Nutrition, Amy Schulman, is what she calls "the dutiful daughter," doing what is expected of you. This is also described as a serious problem for women executives in Asia by Riva Gold, where women not having 100% of the skills for a higher management job will step back, whereas men with only 50% of the skills step forward. Schulman says women have to be well prepared and have a good grasp of the subject matter, have acquired experience, and having done that they need to make their voice heard. Any anxieties about not getting it just right, or asking the question about whether "she belongs" need to be left behind. The leaders of companies need to create the environment in which biases and assumptions about women in the workplace do not hinder getting a mix of different voices in the corporation, which can only benefit from that diversity of people and styles. Another point she makes is that women have to spend their political capital, to stand up for colleagues and the team where appropriate, for principles that are significant, to be build credibility and win credit. ...

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To understand the way DJT has selected key people- it follows a traditional Republican pattern getting the best qualified Republicans on board. Some of them may not be as good as the ones they replace but some may be better administrators with good judgement. Sheila Bair of Wichita, Kansas, ran the FDIC from 2006-2011 and was one of the finest at FDIC who also contributed to solve the 2009 financial crisis.  Gary Gensler was slow in acting on cryptocurrency and other regulatory matters. He is one of the first to go in the new DJT administration. At the SEC a former SEC commissioner now legal officer at Robin Hood, or law partner at Sullivan and Cromwell. At CFPB a law professor at George Mason University or a previous Comptroller of the Currency. To understand where DJT is headed there are opposing ideas cap credit card interest rates at 10% that no Democratic administration ever brought up, and discarding a rule challenged in courts that caps credit card late fees. The VP Vance's instincts also come into play as he has also fought to lighten the burden on consumers. The Comptroller of the Currency- A law partner at Jones Day, who was Deputy Comptroller of the Currency in the past. The five member FDIC can only have maximum of 3 members from one political party. For the FDIC to replace Martin Gruenberg who had to resign for not taking enough action to correct a toxic workplace that was unfriendly to women, DJT will consider the Republican Vice chairman of the FDIC, or one of the Republicans board members on the FDIC  ran an investigation into the FDIC.  ...

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The marketing of the iPhone 6 in the U.S., China and global markets helps Apple widen its lead over competitors in 2015. Apple sales were 47.5 million iPhones in the 2nd quarter 2015, increasing by 35% over the prior year quarter. Apple is also gaining sales from buyers switching from Android phones. Apple's iPhone sales now make up 63% of its sales, compared with 53% in the same quarter in 2014. Sales of iPhones increased 59% to $31.37 billion as the average selling price went up by $100 to $662.42. Apple remained above the fray, and actually increased average selling price to $662, as Xiaomi sold quality Android phones at near cost in China hitting Samsung sales and margins hard, and leaving unsold inventory for Samsung in China. Rarely has a company dominated its business in this manner from the standpoint of profits with only about 20% of the market in smartphones. Apple profits in the 2nd quarter were $10.7 billion, increasing from $7.74 billion in the prior year quarter. The iPad unit sales declined by 18% for the 2nd quarter 2015, the sixth quarter of such declines and fewer customers upgrading. The iPad has also not taken off in the workplace. Mac unit sales were up 9%, even though the PC market declined in units by 9.5% globally for the quarter. Apple shares up 39% in 2015, fell by 6.7% over concerns about slowing China sales....

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Women feel overwhelmed with housework during the pandemic. About 80% of women feel responsible for house work compared to 28% of men, according to a NYU and U Penn study. On average women do one and half times the house chores compared to men. This difference is wider when looking at households where men do very little of the housework. The author of "Fair Play" a book about dividing housework says women are burned out, stressed and full of rage about the way household chores are handled. The pandemic has seen a further deterioration in the amount of time men spend doing household chores, according to the Bureau of Labor Statistics, creating a situation of tension. As men have worked from home during the pandemic the once invisible labor of women is now in plain sight. For women who have quit their jobs and looking for a way to get back to work there is an additional element of frustration. WSJ looks at ways in which men can make the changes to create a healthier situation at home, and reduce the tension. ...

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In extensive ranging comments Justice Ruth Bader Ginsberg describes her positions on Supreme Court cases to Adam Liptak of the NYT. She hopes the next president after this one will be a fine one and is not perturbed by liberals who would like to see her leave so that another liberal could be appointed in her place. Ginsberg is 80 years, but says she works with her trainer twice a week, and works just as hard as in previous terms. She loves her work and will go on as long as she is able to do it. Her work leading the liberal opinion of Justices on the bench shows a senior justice in command of the issues. She has a framed copy of the Lilly Ledbetter Fair Pay Act of 2009 on a wall and sees it as a response by Congress to her dissent in Ledbetter v. Goodyear Tire Rubber Company. That 2007 ruling said Title VII of the Civil Rights Act of 1964 imposes strict limits for workplace discrimination suits. She sees the present Congress as too timid to take up more issues related to affirmative action and the Voting Rights Act. On the court's decision for the Voting Rights Act Ginsberg said in her dissent "It is like throwing away your umbrella after a rainstorm because you don't need it." Her views on Roe vs. Wade are that the law was too sweeping in making abortion rights constitutional and could have taken a different approach of striking down the law in Texas....