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Are robots going to ruin your career? New study weighs in

Robots are going to take our jobs. Right? The future remains uncertain, but this Monster.com poll indicates that some people are more anxious than others.

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More peoples’ jobs are at risk than most know

Most people don’t actually think their jobs are going to be taken over by robots, right? Some believe automation of jobs is crucial (the healthcare industry, anyone?). Some are afraid robots are going to take over the world! Better robots than zombies, I guess.

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We’ve hemmed and hawed at length here at The American Genius over whether automation is really going to put a dent in our available jobs. Most of us have heard of Monster.com, you know, that website on which you find yourself searching around for job openings in Hawaii on a particularly bad day at work. Or that place you go if you really do want to legitimately find a new job.

A new poll addresses these worries

Well, Monster.com has taken an actual poll that lays out exactly how worried people are by the idea of automation taking over the workforce. Which is to say, not much. The poll asked their website visitors specific questions like, “When do you think automation (i.e., computers, robots) will be able to do your entire job?”

Monster.com garnered thousands of responses for this poll. Out of those people, a whopping 63% believe that automation will not be taking their jobs anytime soon and an additional 10% more on top of that think it will be 10 years before it will be an issue.

Germans are the most scared of the robots

Apparently those residing in Germany are the most fearful of robot overlords taking their jobs and people in India are the least scared, rounding out to 67 percent of people who are covering their eyes and ears and saying “nope, not happening.” My fellow Americans sit pretty high up on the confidence level at 62 percent. Yay! Over half our country is most likely wrong! Or so an incredibly in-depth Oxford study from 2013 thinks.

The study says we should indeed be worried by automation of jobs because computers can do a lot of the routine tasks humans do at work without the bias or lunch breaks. We should also note how much less expensive it will be for companies to use computers for these tasks instead of a real live person who needs insurance and vacation time.

How susceptible are we mere mortals?

The main question the study is trying to answer is how susceptible your job really is to computerization. Of course, it will take time for the engineers of the world to figure out how to create whatever algorithm is needed to do the jobs outside of routine tasks. But they will.

The study came to the conclusion that certain jobs have a much higher risk factor of being taken over by computers and robots and actually 47 percent of the entire US workforce is in that high risk category. The study says, “Most workers in transportation and logistics occupations, together with the bulk of office and administrative support workers, and labour in production occupations, are at risk.”

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So are we doomed?

We’re all doomed! But wait, I mean, something has to give here. Most people believe that whatever jobs are taken over by automation, workers will simply develop the skills needed for the next job. And robots and computers will never be able to duplicate human perception, right? Even the Oxford study admits that skills requiring creativity and social intelligence will always win over those evil robots.

Kind of makes you sit back and relax a bit. So, what do YOU think? Did the Monster poll hit home? Have you been worried that computers and robots will be taking your job in the near future?

#RobotOverlords

Emily Crews is a staff writer at The American Genius and holds a degree in English from Western Kentucky University. Reading, music, black coffee, and her two little girls rule her life. She sees herself one day running a tiny bookstore at the end of the Earth. In the meantime, she is thrilled to write for AG and also does copy editing (team Oxford comma) to keep her brain from turning to mush.

Business News

How well-meaning diversity and inclusion hiring practices could backfire

(BUSINESS) More companies than ever are considering their diversity and inclusion hiring practices and internal culture, but there is an unintended consequence already happening that could easily be stopped.

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It is a widely accepted fact that hiring for diversity improves profitability, whether a small business or a massive company that pours resources into diversity and inclusion (D&I) practices companywide. You probably already know this, but if it’s news to you, Google around – it leads to improved innovation (since you’ve avoided an echo chamber), customer support ranks better for diverse teams (since your team has a wider ability to address more pain points), and it attracts more talent.

Imagine if you build a company and fill it with people that look, act, sound, and think like you. And imagine how agreeable everyone is during every moment of production, and no diversity of thought is ever injected. Any investor can tell you it’s a death sentence. To be blunt, it’s hiring “yes men,” so to speak, and does little more than serve your ego (consciously or subconciously).

American culture has rapidly evolved regarding diversity and inclusion (D&I). There are entire teams in companies dedicated to it (#profitability). I can tell you firsthand that the people devoting their jobs to this really do care. And today, more than ever, the topic of race (which is only one of many components of diversity) is top of mind, so we must all individually, and as companies, push to improve our workplace for the BIPOC while also remembering the LGBTQIA+ community, avoiding ageism, and so forth.

And while positivity surrounding D&I practices abounds, something is happening that is going to backfire.

Businesses are resorting to a “checklist” mindset wherein a CEO says, “we don’t have enough Hispanic women or trans employees, fix that” and drops the figurative mic. It sounds noble to see there is room to improve, but diversity and inclusion is about creating a company culture and hiring practices wherein people aren’t discriminated against, NOT fulfilling some impossible checklist.

I was in a meeting of a company inviting us to be on their board, and one of their first questions was if we knew any black women or Asian men that would join the board because they already had “most of the rest of the rainbow.” Again, sounds like the right direction, but it’s a hollow effort if you’re building a rainbow, not examining merit, not building out an actual culture of inclusion. Try harder.

And that brings us to a weak spot in this practice that we’re already seeing come to fruition. Large companies, particularly in the tech sector, are putting in the real effort to be inclusive, but it’s backfiring.

Companies are inadvertently segmenting their populations for D&I purposes, and while it’s not some evil plot, it negates all D&I programs. We’re witnessing “diverse” companies allow their teams to be built out, diversity-free. Perhaps their development teams are only white men, their marketing teams are only white and Hispanic women, their support teams are primarily Indian Americans, their sales teams are mostly black team members.

It’s wild to walk into a large company and see this strange… segregation.

It is natural to surround yourself with people that look like you, and I have endless theories on this topic, but I’ll confess to you that most of my thoughts have been influenced by reading “Why Are All the Black Kids Sitting Together in the Cafeteria?” by Dr. Beverly Daniel Tatum back when I was in high school (required reading for anyone pondering the topic of race now or in the future). And many practices are well-meaning, but companies are sabotaging themselves with flawed methods.

A company might look great as a whole with various ages, races, religions, gender identities, ethnicities, sexuality, national origin, and so forth, but if they’re all segregated into their own teams based on how they were hired (or by whom), it’s literally the opposite of diversity or inclusion. Swing and a miss, y’all.

If you’re in a decision making role at your company, please bring this topic up as soon as possible, and examine how your own diversity efforts are going – are you sincere, or just looking for positive press?

Are you helping overall?

Or just making things worse?

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Business News

Etsy is trying on second-hand fashion with purchase of Depop

(BUSINESS NEWS) With the younger generation moving away from fast fashion, it makes sense that Etsy has acquired one of the most popular Gen Z second hand apps.

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Woman looking at a rack of clothes in a second hand thrift store

Over the last few years, sustainable shopping has been a bullet point in the large-scale topic of the environment. Burning through clothing by disposing of old clothing and shopping from places specializing in “fast fashion” is causing damage to the earth.

According to the UN Environment Programme, the fashion industry is the second largest consumer of water and is responsible for 8-10% of global carbon emissions – more than all international flights and maritime shipping combined.

As a result, shopping second hand has become more popular, as opposed to mass-produced fast fashion. Online platforms like Poshmark and ThredUp have grown tremendously over the last 3 to 5 years.

Now, Etsy is getting in on the resale action through its acquisition of Depop – a second hand fashion app that allows for the buying and selling of used fashion items.

Etsy paid $1.6 billion to acquire the UK-founded company, which has attracted a younger, Gen Z-based audience due to its social media use and messaging on shopping in an ethical and environmentally-friendly fashion.

Etsy CEO Josh Silverman said the company was “thrilled” to be adding what it believes to be the “resale home for Gen Z consumers” to Etsy. Depop has approximately 30 million registered users spanning 150 countries.

“Depop is a vibrant, two-sided marketplace with a passionate community, a highly-differentiated offering of unique items, and we believe significant potential to further scale,” Silverman said in a statement Wednesday.

“We see significant opportunities for shared expertise and growth synergies across what will now be a tremendous ‘house of brands’ portfolio of individually distinct, and very special, ecommerce brands.”

Due to the COVID-related e-commerce boom, shares of Etsy have more than doubled in the last year. The stock was up about 6.7% Wednesday afternoon.

According to data from Crunchbase, Depop had raised a total of $105.6 million from investors including General Atlantic, Creandum, Balderton Capital, Octopus Ventures and Klarna CEO and co-founder Sebastian Siemiatkowski, prior to their agreement with Etsy.

With fashion being so cyclical, it may be safe to say that second hand will never fully go out of style.

What are your thoughts on resale apps being the answer to fast fashion woes? Let us know in the comments.

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Business News

As masks become optional, businesses find themselves stuck in the middle

(BUSINESS NEWS) One liquor store’s decision on mask policy following changes in local laws has become a recurring story throughout the nation.

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Woman in front of small business with two children, all wearing face masks

The American mask debate has comprised a whirlwind of clashing political ideologies, legal dilemmas, and personal agendas, with businesses placed directly in the middle of the storm. As the pandemic continues to run its course, a disparity in state mandates and legislation is only serving to increase the strain on these establishments.

With increased access to vaccines and several states rolling back their COVID guidance, the option to wear—or not wear—masks is becoming more discretionary, with businesses often having the final say in whether or not they expect masks to be used on their premises. One such business, a liquor store, posted a notice regarding their staff’s decision to continue wearing masks:

“In accordance with Johnson County mandates: Masks are now optional. Please do not berate, verbally assault, or otherwise attack the staff over their choice to continue wearing masks.”

The notice went on to say, “It is painfully depressing we have to make this request.”

That last line epitomizes many business owners’ stances. Places across the country have started allowing customers to discard their masks with proof of vaccination, but if employees choose to keep their masks for the time being, it’s difficult for clients not to view it as a kind of political statement—despite their decisions often being corroborated by local laws.

And, as long as businesses continue to operate within the confines of those laws, their decisions should be free from public scrutiny.

Sadly, that’s not what’s happening as evidenced by the notice posted by the liquor store in Johnson County. The same disparity that allows for some freedom despite COVID still being present in many Americans’ lives often leaves those who choose not to wear masks to conclude that those who do wear them are being judgmental or unnecessarily cautious.

Those judgements work in reverse as well, with businesses who allow their employees to work maskless facing criticism from masked clients. It seems that the freedom to choose—something for which people strongly advocated throughout the pandemic—continues to cause separation.

As businesses change or adapt their regulations to fit state mandates and employee (and customer) concerns, everyone would do well to remember that the decisions these establishments make are usually meant to affect some kind of positive work environment—not to welcome harassment and abuse.

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