The Future of Work 2023

We’re not “post pandemic” just because we want to be.

(And yes, it’s the same sad story from last January, and the year before. I have been early and sadly accurate on this pandemic.)

So - 3 years in- in our life-work environments how do we deal with this new hybrid state — this state of limbo — of being weary of the public health safety protocols and wary of the consequences at the same time?

“As we look at 2023, how do we deal with our new hybrid state: weary of pandemic protocols, wary of the consequences?”

As the new year starts, how do we, all of us, everyone really, but in this case businesses, and in particular company boards and the board directors deal with our not-even-new reality, and our insistent future?

“Would you rather have a hybrid or virtual meeting that is quorate and high attendance, or would you rather risk apologies from directors unable to attend meetings face to face if they are forced to commute?” asks my longtime board journey mentor Shefaly Yogendra in her year end wrap up.

Read it here: Boards and governance: Lessons from 2022

Meanwhile, a future of work inspiration of mine, Budd Caddell who credits Kevin Kelly for the term ‘Protopian Organization’ and offers this one prediction for 2023 from the wreckage of 2022: there is a vacuum for a new kind of organization that takes the future seriously, and creates real change with its people and communities.

With trust in institutions waning, employees disengaged, consumers looking for meaning, progress stalled both at the org- and systemic-level”, a new, more mature organization can emerge, Caddell says.

I immediately recognize this is an opportunity for businesses that take living with the pandemic seriously - to offer the people they work with a baseline of health and safety - by upgrading their ventilation systems, and allowing hybrid work and virtual meetings as Yogendra mentions above, but I see companies failing to do this more often than not. Even companies that pride themselves on futurism, like Google.

“It’s time for organizations that take the future seriously and work for mutual enrichment of their people and communities”

These new protopian organizations he describes, “they don't just paint an optimistic picture of tomorrow, they respect the problems that come with trying to make anything better. These orgs won't just slap "we make the world a better place" on their label and career site and ignore the unintended consequences of their business model and culture.”

Radical, systemic change in the tech industry starts with us

You may have guessed that women in tech & digital are under represented across management/teams.

"How are you doing?", mod asks #WOC, re #BLMprotests. "I spent the last 3 mos having these conversations.The process of exploring, meeting people where they are is quite healing." "Pissed it's taken so long for people to recognize this is a problem." #antiracism #antiracistAdas

— Anastasia Ashman (@AnastasiaAshman) July 2, 2020

I live tweeted an antiracism panel attended by 300 people from around the global and produced by Ada's List, an intersectional group committed to changing the tech industry at scale —  from culture of a company, an overt policy, to processes that sideline women.

Radical, systemic change starts with us, says Ada’s List founder Merici Vinton.

Ada’s List is the place for professional women who work in and around the internet to connect, conspire, and take a stand. The group of 700

• promote, support, hire & interview women

• recommend 1 qualified woman or POC to interview for each open position

• make our environment positive

• help juniors progress in their careers

Sound familiar? It’s their take on the Shine Theory of Aminatou Sow and Ann Friedman, says Vinton.

On White Privilege: Getting uncomfortable with our privilege, bias, and 3 actions to take is an event to keep focused on dismantling racist structures, raises funds for three Black-led organizations (@TheSisterSystem @ThisIsYSYS @azmaguk), and is part of the Ada’s List ReStructure Series. The rolling series of talks discuss and proactively work through some of the biggest issues coming out of the events happening right now. 

"How are you doing?", Vinton as moderator of the panel asks the women of color, re Black Lives Matter protests.

"I spent the last 3 mos having these conversations. The process of exploring, meeting people where they are is quite healing," says one woman.

"Pissed it's taken so long for people to recognize this is a problem," answers another.

In company replies to BLM, "The voice of perpetrators & observers was amplified, centering their response rather than centering the pain,” points out Shefaly Yogendra. She digs into this in her blog "BLM in the Boardroom". "Where are your metrics?" she asks these companies that are virtue signalling. (Read Shefaly’s Twitter thread about the panel.)

Many corporations put out Black Lives Matters messages, while having few if any POC on their boards, in management, in their workforce

Virtue signalling. Have you heard of it? Another example of virtue signaling is the number of “BlackoutTuesday” profiles vs. the number of people signing petition to see justice done in the case of Breonna Taylor, one panelist pointed out.

"This is 400 years of oppression, it's not going to be solved in a webinar," says a panelist.

Also, "Resistance is normal", it's not a sign you shouldn't continue to speak up as a white ally when appropriate....get used to that feeling.

Be aware where you can be most effective. Not all platforms are the right place, fighting trolls on Twitter may not be worth your while.

Some conversations will be more effective when done in private. But NOT saying something is no longer an option.

If you're a white person dealing with your realization #racism exists, do it quietly. If you're holding other #whitepeople to account (our job as white people) try to do it without shaming, which hurts the cause. #whiteallies #antiracistadas

— Anastasia Ashman (@AnastasiaAshman) July 2, 2020

"Diversity and inclusion is like any other business performance metric, or at least it should be," says Ashanti Bentil-Dhue

"Don't ask POC to do your org's work for free" says Yogendra.

"Talking about race is a non-negotiable now," adds Bentil-Dhue, but some business leaders think it's optional.

"We have a problem in the corporate space that can't talk about unconscious bias, in gender & race," says Naomi Jane.

Ada’s List round up of the best tweets about the panel on the #AntiracistAdas Twitter tag, and homework.

As a white person, you can decide where your money goes and a corporation's work in antiracism (or failure to address appropriately) can be a trigger to patronize a business or not.

"As a black woman it's frustrating to hear we need to go back to basics, that we need more research and surveys. The research is there!" says Bentil-Dhue.

That's something our white peers can do, direct people to the existing research.

This history of management is based in slavery & we have to address that to improve

The history of management is based in slavery, once you see it you can see what it's doing to the people you work with and what you can change to make people the best they can be, says Yogendra.

If you have the ability to 'tap out' from what's going on, acknowledge that you have privilege to do so.

What are you going to do about it, recharge and come back and do something impactful?

"We have to own we have #whiteprivilege, we are not special white people who are not racist" ~ @naomi_jane. Who are the people in your life whose views you wouldn't want the Black people in your life to hear? Deal with them. #BLM #antiracistAdas #whiteallychallenge #allies

— Anastasia Ashman (@AnastasiaAshman) July 2, 2020

How does the recruitment process or governance structure of your organization perpetuate racism?

POC have to provide unpaid labor to teach white people not to be racist.

"When white people can't get your name right chances are everything you do will be reduced to a stereotype," says Shefaly Yogendra.

Getting someone's name wrong is a micro aggression. White people, make the effort to get a POC's name right (and no need to make a big deal about doing so, it's the same as your name, just a name).

What's a good way to address intersectional identities?

Find & amplify people who have those intersectionalities & pay them for their fundamentally important expertise. We have to pay them, says Naomi Jane.

Dynamite Waiting To Happen: My Fantasy Speaker List For A Conference On Global Women Entrepreneurs

Originally posted 12/9/2013, still want this to happen!

Thinking about who I’d want to hear from on the topic of global women entrepreneurship, started a list of women whose thinking, feats and contributions in those three colliding spheres happen to bowl me over, and have, for YEARS.

And when I write ‘global’ I don’t mean ‘outside of the US’. I mean global thinker. Global acknowledger. A woman owning her spot that’s bigger than a particular place. Someone who considers deeply on a regular basis what it takes to operate in the world, and in the world today. This incorporates media, and politics, the economy, culture and society, business and tech.

To me, ‘global’ means people connecting dots that have never been connected before. These global women entrepreneurs are necessarily feminist, they are people pioneering their lives and work in ways we can all learn from.

I’d love to see them all speak together, both separately and in panel discussions.

Female wisdom nurturer, creative thinker and author Justine Musk. Haven’t met her in person yet, but will soon, and we will compare some odd overlaps in our lives, like rocket scientist pasts, and writing books influenced by The Great Gatsby featuring characters with multiple personalities. Know her mind and her heart, and her capacity to help us all be who we really want to be.

Multidisciplinary strategist, educator and jeweler Shefaly Yogendra, whose principled verve and deep perspective I’ve been enjoying on Twitter and Quora for many years. We’ve only managed to spend a morning together in London but I know there are many more adventures and discussions yet to have.

My fellow global nomad, Istanbul writing group colleague and author Nassim Assefi, who’s the director of stage content for TEDMED’14 as well as a global women’s health doctor and single mama extraordinaire. The woman attended at the birth of her own daughter. She wins everything in my book.

Worldwide people connector and super-techy Joyent SmartOS community manager Deirdre Straughan, a fellow international operator I met through a Twitter friend who went to boarding school with her in India. She’s forgotten more than most of us will ever know about digital publishing, and the Italian culture. She’s also the kind of woman to say, “I rock!” and be quite right.

LadyBits founder and “feminist cyborg” Arikia Millikan, who’s pioneering a new media model for writing that tech-savvy women want to read, and she’s doing it during a year’s trip around the world.

Future thinker Nilofer Merchant, author of the totally prescient Social Era Rules and role model for me in making good use of her resources, and telling us what she wants and what she cares about and what she sees, even (and especially?) when it costs her to do so. Nilofer suggests Al Jazeera politics and economy columnist Sarah Kendzior, whose writing on Central Asia has also captivated me.

More names started coming.

Another Bryn Mawr woman, an immigration and startup specialist who I met through the expatriate network and then in person on the Expat Harem book tour in Washington D.C., Kirin Kalia.

There’s global entrepreneurship author of “Steve Jobs Lives In Pakistan” Elmira Bayrasli, who I met through the Expat Harem blog’s discussions about our mirror-image lives as she is a New Yorker of Turkish descent. Elmira’s launching FPInterrupted, a startup to raise the voices of women in foreign policy.

More insistent names are coming to me.

Like new media-old media-McKinsey social media dynamo Aparna Mukherjee, who I’ve had the pleasure of being wowed by in Manila, Hong Kong, Kuala Lumpur, New York, San Francisco and Istanbul since we met at an Asia-Pacific college reunion in the 1990s.

Like Michele Wucker, author and president of World Policy Institute.

I think we SHOULD make it happen, Fifi Haroon, mediamaker and political activist. (Fifi was my mate at college and we’ve been working our way back to each other for 30 years!)