Podcasts about good jobs

Dan is joined by economist Ian Fletcher. Ian is on the Coalition for a Prosperous America Advisory Board. He is the author of Free Trade Doesn't Work , coauthor of The Conservative Case against Free Trade, and his new book Industrial Policy for the United States Winning the Competition for Good Jobs and High-Value Industries. He … Read More

Good Jobs in the Trades Careers and Development. Aaron Hilger, CEO Sheet Metal and Air Conditioning Contractors

Since President Trump returned to office, tariffs have once again dominated economic policy discussions. Recent headlines have highlighted escalating trade tensions with China, renewed disputes with Canada and Mexico, and the ongoing controversy surrounding Trump's proposal to repeal the CHIPS Act—a $52 billion semiconductor initiative that enjoys wide support in Congress as essential for U.S. technological independence.But while tariffs capture public attention, beneath these headlines is a much broader debate over America's industrial strategy—how the nation can rebuild its manufacturing base, ensure economic prosperity, and strengthen national security in an increasingly competitive global environment. Critics argue that the shortcomings of recent attempts at industrial policy, such as the CHIPS Act, prove why government can't outperform free markets.Our guests today have a different view. Marc Fasteau and Ian Fletcher of the Coalition for a Prosperous America authored a new book, Industrial Policy for the United States: Winning the Competition for Good Jobs and High-Value Industries. They argue that a bold, comprehensive industrial strategy is not only achievable but essential—calling for targeted tariffs, strategic currency management, and coordinated investments to rejuvenate American industry and secure the nation's future. But will their approach overcome the challenges of bureaucracy, political division, and international backlash? And can industrial policy truly deliver on its promise of economic renewal?

Why is now the most crucial time to understand trade relations? Tune in for an inspiring discussion with Marc Fasteau & Ian Fletcher on their new book Industrial Policy for the United States: Winning the Competition for Good Jobs and High-Value Industries.Moments with Marianne airs in the Southern California area on KMET1490AM & 98.1 FM, an ABC Talk News Radio Affiliate!Marc Fasteau is a former investment banker and founder of an insurance company that is now a division of Progressive. Early in his career, he served on the professional staffs of the US Senate Majority Leader, the House Banking & Currency Committee, and the Joint Economic Committee. He was a partner at the New York investment bank Dillon, Read & Co. He has been involved in questions of international trade and industrial policy for 18 years and is a Vice Chairman of the Coalition for A Prosperous America. He has written on international trade and industrial policy in the Financial Times Economist Forum and Palladium magazine.   He is a graduate of Harvard College and Harvard Law School, where he was an editor of the Harvard Law Review.  https://www.marcfasteau.comIan Fletcher is the author of Free Trade Doesn't Work: What Should Replace It and Why and coauthor of The Conservative Case Against Free Trade. He was previously Senior Economist at the Coalition for a Prosperous America, on whose Advisory Board he now serves. Earlier in his career, he was Research Fellow at the US Business and Industry Council and an economic analyst in private practice. His writing on trade policy has been published in The Huffington Post, Tikkun, Palladium, WorldNetDaily, The American Thinker, The Christian Science Monitor, The Real-World Economics Review, Bloomberg News, Seeking Alpha, and Morning Consult. He was educated at Columbia and the University of Chicago. https://www.ianfletcher.com https://www.industrialpolicy.usFor more show information visit: www.MariannePestana.com

In this podcast we cover: Why “If it ain't broke, don't fix it” is stupid. Why you should focus more on your good jobs over your bad ones. If you like the Elevate Construction podcast, please subscribe for free and you'll never miss an episode.  And if you really like the Elevate Construction podcast, I'd appreciate you telling a friend (Maybe even two

Today approximately 77 million Americans, or 1 in 3 adults have a criminal record. While not everyone represented in this statistic has experienced incarceration, it serves to highlight that the barriers formerly incarcerated people face finding quality jobs are far more commonplace than we might think. Many returning citizens, who worked for little or no pay while incarcerated, will struggle to find quality jobs after release. Discrimination against those with a record, restrictions on what occupational licenses are available to those with a record, existing debts, punitive court supervision policies, and lack of support to meet basic needs in areas such as housing can force those leaving incarceration into dead-end, low-paying, and exploitative jobs. Some will find they are barred from doing the  jobs they worked or were trained to do while incarcerated. And many more lacked opportunities to participate in education or training opportunities while incarcerated.But across the country, innovative efforts are underway to revamp our re-entry system by opening up access to good jobs.  New laws to wipe criminal records and address occupational licensing barriers, legal action aimed at discrimination, and a growing coalition of  employers and union leaders are showing that providing a second chance is possible.In this virtual event — hosted by the Aspen Institute Economic Opportunities Program on February 26, 2025 — we explore the opportunities and challenges accessing good jobs for people after incarceration. Our conversation features opening remarks from Sappho Fulton (Womxn Beyond Borders), followed by a panel discussion with Daryl V. Atkinson (Forward Justice), Beth Avery (National Employment Law Project), Sharon Dietrich (Community Legal Services), Minna Long (Washington State Building & Construction Trades Council), Gina Schaefer (A Few Cool Hardware Stores), and moderator Jamiles Lartey (The Marshall Project).This discussion is the second in our two-part series, “Work Behind and Beyond Bars: Improving Job Quality During and After Incarceration.” Our first discussion, “A Hidden Workforce: Prison Labor, Human Rights, and the Legacy of Slavery,” is available here.For more information, including a transcript, speaker bios, and additional resources, visit: https://www.aspeninstitute.org/events/re-entry-and-good-jobs-building-the-second-chances-we-all-believe-in/ For highlights from this discussion, subscribe to EOP's YouTube channel: https://www.youtube.com/@AspenEOPOr subscribe to the “Opportunity in America” podcast to listen on the go: https://podcasters.spotify.com/pod/show/aspeneopJoin us March 19 on Zoom for our next event, “Driving the Economy: The Essential and Undervalued Work of Truckers”: https://aspeninstitute.zoom.us/webinar/register/3717407587547/WN_VamBysDcQf6DbDg73R2DfA

Robert Sheilds received his natural resource management education in Vermont and has had a professional career in renewables and green building. The last decade spent on the frontline of a rapidly changing planet in Fairbanks, Alaska, has prepared him for what comes next for us all. Robert is a champion of permaculture as the foundation of a regenerative economy and believes that Alaska is in the process of emerging as a living lab where innovation, not fossil fuels, drives us forward and that industrial hemp is the key to practical self-reliance where food, energy, and zero waste policies keep costs low and the quality of life high for generations to come. As the founder of the nonprofit Alliance for Reason and Knowledge, ARK, Robert strives to convert public schools into experiential practicums and STEAM (or Science, Technology, Engineering, Arts, & Mathematics), nurturing critical thinkers and lifelong learners. Robert believes mainstreaming the hemp industry in Alaska and regionally across the US can save our farm feed and families.Advertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

Ian Fletcher, co-author of Industrial Policy for the United States, published by Cambridge University Press, joins the show to argue that free trade does not always serve national interests. Fletcher defines industrial policy as government intervention to support better industries, emphasizing that some industries are inherently more valuable. He highlights successful industrial policies in Japan, Korea, and Germany. Fletcher also discusses the role of tariffs in protecting domestic industries, using the example of U.S. electric vehicle tariffs on Chinese imports.If you have any questions, comments, or suggestions for Gene, please email him at contact@economicsexplored.com.About this episode's guest: Ian FletcherIan Fletcher is an Advisory Board Member for Coalition for a Prosperous America. He is the author of Free Trade Doesn't Work (2010) and a co-author of The Conservative Case Against Free Trade. He was Senior Economist at the Coalition for a Prosperous America and a Research Fellow at the US Business and Industry Council. He was educated at Columbia and Chicago.Timestamps for EP271Introduction (0:00)Defining Industrial Policy (3:31)Ian Fletcher's Journey into Industrial Policy (6:48)Better Industries and Manufacturing (11:27)Arguments Against Free Trade (18:10)Case Studies and Successes of Industrial Policy (28:07)Tariffs and Modern Industrial Policy (48:21)Taiwan's Success Story (51:46)Conclusion and Final Thoughts (53:51)TakeawaysIndustrial Policy Defined: Industrial policy focuses on nurturing high-value industries that provide higher wages and foster innovation.Free Trade Critique: While free trade reduces consumer costs, it can lead to job losses, regional economic disparities, and reliance on foreign manufacturing.Global Lessons: Successful industrial policies in countries like Taiwan and Germany show strategic government intervention can be successful in some instances, while failures in the UK and India underscore the risks of mismanagement.Technology Pipeline: Ian Fletcher argues that a robust pipeline connecting scientific research to commercialization is critical for maintaining competitiveness in manufacturing and innovation.Links relevant to the conversationIan's book “Industrial Policy for the United States: Winning the Competition for Good Jobs and High-Value Industries”:https://www.amazon.com.au/Industrial-Policy-United-States-Competition/dp/1009243071Lumo Coffee promotion10% of Lumo Coffee's Seriously Healthy Organic Coffee.Website: https://www.lumocoffee.com/10EXPLOREDPromo code: 10EXPLORED Full transcripts are available a few days after the episode is first published at www.economicsexplored.com.

This morning, we received the December Non-Farm Payroll report.  We learned that the economy gained significantly more jobs than anticipated.  Sounds like great news, right?  The answer is no.  Wall Street perceives it as bad news and sold off the market.  I'll explain why good news is bad this afternoon on the Jon Sanchez Show at 3pm.

Chuck Zodda and Mike Armstrong explain why markets are reacting poorly to the release of outstanding December jobs data. Are stocks truly afraid of rising treasury yields? Why are Fed officials saying rate cuts can wait awhile. What is the level of consumer confidence on hte eve of Trump 2.0? How many jobs on Wall Street could be replaced by AI?

Defining Good Jobs EP30 Explore the evolving definition of a “good job” through the lens of inclusivity and personal fulfillment with Chris LaFollette, President and CEO of Arizona Industries for the Blind. This episode of “Changing the Perspective of Blindness” with host, David Steinmetz delves into how modern career paths shift from traditional stability to […]

Defining Good Jobs EP30 Explore the evolving definition of a “good job” through the lens of inclusivity and personal fulfillment with Chris LaFollette, President and CEO of Arizona Industries for the Blind. This episode of “Changing the Perspective of Blindness” with host, David Steinmetz delves into how modern career paths shift from traditional stability to […] The post Defining Good Jobs EP30 appeared first on Business RadioX ®.

In this special episode of Conservative Conversations with ISI, we sit down with authors Marc Fasteau and Ian Fletcher to discuss their groundbreaking new book, Industrial Policy for the United States: Winning the Competition for Good Jobs and High-Value Industries. Drawing from their wealth of experience in law, economics, and trade policy, Marc and Ian explore why America is losing the global competition for manufacturing and innovation—and what can be done to turn the tide.From the history of industrial policy in the U.S. to the crucial role of tariffs, a competitive exchange rate, and government support for emerging technologies, they outline a bold yet practical vision for restoring American economic leadership. Whether you're concerned about the future of American jobs, innovation, or national security, this episode provides sharp insights and actionable solutions for policymakers and citizens alike.Tune in as we delve into the challenges and opportunities of rebuilding the nation's industrial foundation and the key takeaways from their thought-provoking book.

This year, we commemorated National Disabilities Employment Awareness Month by exploring how employers can work toward providing access to good jobs for persons with disabilities in the legal profession; the tangible benefits of employing persons with disabilities; the feasibility of providing accommodations; and the use of assistive technology. Our speakers provided their thoughts on best practices, shared personal journeys and insights, and reflected on how far employers have come and where we need to focus to increase future employment opportunities for persons with disabilities in the legal profession and beyond. Our guests included Kevin Hara: Counsel, Reed Smith; Ronza Othman: President, National Association of Blind Government Employees – a division of the National Federation of the Blind; Nicholas Carden: Associate General Counsel, Coinbase, and former Board Member of Disability:IN; and Laurie Allen: Microsoft, Senior Accessibility Technology Evangelist. ----more---- Transcript: Intro: Welcome to the Reed Smith Podcast, Inclusivity Included, Powerful Personal Stories. In each episode of this podcast, our guests will share their personal stories, passions, and challenges, past and present, all with a goal of bringing people together and learning more about others. You might be surprised by what we all have in common, Inclusivity Included.  Kevin: Hello, everybody. Welcome back to an episode of Inclusivity Included. Thank you, everyone, for joining. My name is Kevin Hara. I'm counsel at Reed Smith in the Life Sciences and Health Industries Group, and I'm proud to commemorate National Disabilities Employment Awareness Month, which is in October of every year. And this year's theme is access to good jobs for all. We have a number of distinguished panelists today joining us, including Ronza Othman, who is president of the National Association of Blind Government Employees, a division of the National Federation of the Blind. Nick Carden, associate general counsel from Coinbase, a former board member of Disability:IN. And Laurie Allen from Microsoft, a senior accessibility technology evangelist. So thank you, Ronza, Nick, and Laurie for joining us. We're thrilled to have you here as part of our podcast. And without further ado, I would like to ask Ronza to talk a little bit about your journey, how you have arrived where you are, and some of the important steps you took that led you to where you are today.  Ronza: Great. Thank you so much. I'm really delighted to be here. I am a blind attorney and my training was initially as a high school STEM teacher. And that's what I did to get myself through law school. And ultimately I've had a number of different legal jobs, but in state and local government and private sector, ultimately ended up in the federal government where now I manage civil rights programs for a large federal agency. And so my journey has been one of exploration and learning, not only because, you know, being a lawyer, an attorney is always difficult for any person, but also when you add the complications of inaccessible technology and perceptions about people with disabilities and what they can and cannot do, and the obstacles that those negative attitudes create, there's definitely been some really interesting experiences along the way, but I think that I'm optimistic in terms of where we are now. So my paid job, of course, is with the government. And as a volunteer, I serve as the president of the National Association of Blind Government Employees, where we have a number of blind and low vision employees of state, local, federal, and pseudo-government agencies that are members that are experiencing life as public servants, supporting this country at the local and state and national level. It is an honor to represent them and us in a variety of different circumstances, and I've gotten to do a lot of really cool things as a result.  Kevin: That's great. Thank you so much, Ronza. And Nick, if you'd like to share a little bit about your path that led you to where you are today.  Nicholas: Thanks, Kevin. And thanks to Reed Smith for having us. This is a great opportunity to speak about an important issue that impacts all of us on this call. I, like Ronza, I am a lawyer with a disability. I started my career right out of law school in-house, which is somewhat unusual, but it sort of led me to where I am today in the sense that early in my career, I was a true corporate generalist, and through various personnel changes and responsibility changes, I was at a consumer products manufacturing company and had the opportunity to pick up some, advertising and marketing and entertainment legal work. And I really enjoyed that type of work. It's a lot of fun. It's fast paced and it's highly creative and interesting work. So I've stayed in that sort of practice area as an in-house lawyer through my career to today where at Coinbase, I lead a global marketing legal team.  Kevin: Great. Thank you, Nick. And Laurie, we'd love to hear a little bit about the path you took to where you are today.  Laurie: Thanks, Kevin. And thank you again for inviting us to join you to talk about this great topic. So I am not an attorney. I work at Microsoft, as you mentioned. And I've been in tech for about 30 years. I've only been at Microsoft for a little over two. But my journey actually into accessibility started about nine and a half years ago when I had a spinal cord injury. and became quadriplegic. The only thing that didn't dramatically change about my life in that moment was my ability to do my job. And that's because of accessible technology that was available to me. And frankly, my job was quite literally a lifeline for me. So I'm so grateful that people came before me to create this technology. And about three years ago, I had this epiphany. How did this technology get created? And who built it? And why am I not part of the solution. So that's when I started pivoting my career into accessibility. So I feel quite fortunate to be in a role where I can combine my background in technology with my lived experience as a person with disability to help empower others like me, find meaningful employment, and succeed and thrive.  Kevin: Thank you so much. All of you have had such unique experiences and out to the successful careers that you are now engaged in today, but it hasn't always been easy for persons with disabilities in the legal profession and other professions to succeed. So I'd like to stay with you, Laurie, and to ask you, what do you believe are some of the barriers or challenges for persons with disabilities to find access to good jobs?  Laurie: And I think Ronza had mentioned it earlier, it's access to technology. It's discoverability, I find, that can be a barrier. People just don't know what technologies are available to support them in their work environments. And beyond that, it's finding companies who've built inclusive work environments for employees with disabilities, so that when they go through the interview process, they feel included, they feel supported, and as they're onboarded and as they can continue through their career. And then understanding that there are platforms that are available, like Mentra, for example, is a Microsoft partner. It's an amazing neurodiversity hiring platform. But I think just knowing what's available is sometimes quite difficult. And, you know, when people incur a disability like I did, they're starting from scratch, and they don't know what to ask for because it's a new environment for them.  Kevin: Thank you. That's a really good point. Having the access to the proper tools is key for anybody with a disability to succeed in any career path. Ronza, how about your perspective? How would you characterize some of the challenges people are facing and ways to overcome them?  Ronza: I think that the biggest challenge that the people with disabilities are really facing in terms of employment and just moving about society and contributing meaningfully in employment settings, but also in every setting, is the negative attitudes that people at large have about disability. Negative stereotypes. The unemployment rate for people with disabilities in the United States is over 50%. The unemployment rate for people who are blind and low vision in the United States is half again that almost at 75%. It's currently at 73%. That's mind boggling. These are people who want to work for the most part, but can't because nobody will hire them or because they don't have the proper training to be able to perform the jobs where there is a need. But all that really comes down to society's low expectations for people with disabilities and the barriers, artificial, usually, that society creates and puts in our way. One of the things that I really like to do as a hiring manager is I love meeting with and interviewing people with disabilities because they're so creative in their problem-solving. Their solutioning is out of the box thinking. And just to get to work in the morning, to get to the job, they have to have solved a whole bunch of problems in an environment, in a situation, in a society, not necessarily built for them. Whether it's the broken elevator, or whether it's the bus that didn't roll up to the bus stop where it was supposed to, or whether it's the technology that didn't work because somebody pushed a security update, so it broke its ability to communicate with assistive technology, or whether it's somebody, a well-meaning, you know, abled person who decided that they know where this person is trying to go and they're going to force them to go there as opposed to where the person is actually trying to go. All of those things, people with disabilities problem solve before they, you know, really start their day or as they're starting their day. And so I think we don't give enough credit to the workforce of folks with disabilities in terms of what they can do, what they have done, frankly, and then society just has negative expectations. The biggest aspect of disability isn't the disability itself. It's people without disabilities or people who don't understand disabilities who get in our way.  Nicholas: I'd love to add to that because I agree with a lot of that. And I think thinking about access to jobs, the question that comes to mind to me is, do employers want to hire persons with disabilities. And I think there's no clear answer to that. And obviously, companies themselves are just made up of other human beings. And so there's, to Ronza's point, the stigma attached to hiring persons with disabilities is ever present. But I'll share specifically in the legal industry, I think this industry does a particularly poor job of being intentional about hiring a truly diverse workforce. And this is, I'm calling out the legal industry as somebody who's in it, but I don't think it's unique to the legal industry in the sense that I still don't think when law firms are hiring for diverse candidates that they make a particular effort to recruit persons with disabilities. I think it can be as simple as asking for a voluntary disclosure on an application. And I still don't think as an industry we're doing those types of things. So there seem to be opportunities if the answer to the question of do you want to hire persons with disabilities is yes.  Ronza: I'll just add to that, if I may. When you look at the United States census data on people with disabilities, somewhere between 20% and 25% of the population of this country has a disability. When you look at the census in the legal profession, when you look at the numbers in the legal profession, and the American Bar Association has done extensive research trying to sort this out, figure it out, as some other entities, it's less than 1%. Less than 1% of attorneys in the United States are willing to disclose that they have a disability. And those who are, it's usually an obvious or very visible disability, as opposed to some of these hidden disabilities that there's still so much stigma in the legal profession around. In the regular generic work industry generally, not specifically the legal profession, but everywhere, there's this misconception that it's going to be really expensive to hire somebody with a disability because you have to accommodate them or you have to adjust schedules or policies and so forth and so on. The Job Accommodation Network, which is a free resource to employers and employees about what's available in terms of reasonable accommodations for those with disabilities, did a study and they determined that the average cost of a reasonable accommodation is less than $100. So talking about negative attitudes and negative perceptions, one of them for employers, It's that it's going to cost me a lot of money or somehow the work I'm going to receive from this person is going to be less in terms of quality or quantity than other non-disabled employees and so forth and so on. And all of that is just not accurate. It's not supported by research and it's certainly not supported by those of us in the community with lived experience in the workforce.  Kevin: That's an excellent point, Ronza, and Nick as well. You both have captured the problem that we're facing in providing good jobs to persons with disabilities. I think dispelling the myths and misconceptions is one of the important steps. And I also think technology can play an important role. We alluded to this a little bit more, but Laurie, if you would like to speak a little bit more about how technology can really help people with disabilities succeed.  Laurie: Thanks, Kevin. So the way we approach it at Microsoft is we build with the community, not for the community. We mentioned it in the last question. We bring people with lived experience into our company. We want that diverse lived experience in our product making. I have a spinal cord injury. I know what it's like to have a mobility disability. I don't know what it's like to be blind and rely on a screen reader. And I can't assume what someone who uses a screen reader needs. So we take an approach of building in early. We build in accessibility into the design phase of our product development life cycle. We bring testers in who have different types of disabilities to test our products before we release them. And what we find, and Ron's mentioned it earlier, is that we get really creative solutions because, as she mentioned, we have to be creative to get out the door every morning. And when we do this, we find that everyone benefits. When we call it Built for One, Extend to Many. When we build with the disability community, everyone benefits. And I'll give you an example. For example, live captions were built for people who are deaf or hard of hearing, but 50% of Americans watch videos with live captions on, and if you narrow that down to Gen Z, it goes up to about 80%. So when we build for people with disabilities, everyone benefits.  Kevin: I think that's a really astute observation. It's not just about helping one particular segment, but including people with disabilities when you're building the technology is really important. And, you know, I couldn't thank you more for that approach, Laurie, because, you know, I also have a mobility disability, a spinal cord injury. So I understand from my perspective. But as you said, I wouldn't be able to talk about or understand what the needs of a person with a visual or other disability might be. So that's really good. And Ronza or Nick, would you like to weigh in on technology, how it has helped you, or how do you think it can help others?  Ronza: So technology really is, it leveled the playing field for many populations within the disability community. And so, for example, for the blind community, so much of the information that we receive is visual. So much as paper had historically been paper-based but you know street signs billboards all of the things that happen visually and on the computer though now we can have access to that same information or I can go to an ATM machine and I can plug in my headphones and I can pull out my money I can go to a voting booth in most states and I can privately and independently but vote my ballot. You know there's still places where of course there's work to do but in general the proliferation of technology solutions over the last 20 or 30 years has really made a huge impact on our ability to access information engage in the world and especially with our jobs, so whether it's a screen reader or whether it's a software that's used that is speech to text for those with manual dexterity challenges or whether it's a foot pedal instead of a mouse or whatever the case may be. There's just been such advances in technology that have made it more possible for an individual with a disability to work in so many different fields. Think about all the technology that exists now. Surgeons are doing surgery with robots some of the time. Technology is super cool. It's super advanced and it's only going to get more and more advanced. And so hopefully that means that participation of the disability community at work and in other places is also going to increase. Now, the drawback is, the more innovated the technology, the more risk of potential opportunities to make it inaccessible. And so we have to be really careful when we embrace technology because that's really important, but that it also is accessible. It is compatible with that assistive technology that I mentioned, but also that we're not so focused on creativity and innovation that we're cutting people out that we've recently gave access to these platforms and applications. And we're seeing that. We are seeing technology become less inclusive in lots of different spaces. And then, you know, so build it accessibly, you know, talking to our friends at Microsoft and everywhere else who are thinking about this every day. But also, whether we're building technology or whether we're building buildings or physical spaces or virtual spaces, you know, thinking about what does it mean for us to be inclusive? Who are we building for? And not related to technology, but when we started putting in curb cuts when the ADA was passed, that was primarily done for people who were using wheelchairs and other kinds of mobility devices. And now the population that is the most vocal, the biggest fans, are parents and caregivers of small children that are pushing strollers. And so, you know, again, that sort of universal effort, the Ray-Ban Metaglasses is another example. It wasn't built for people with disabilities, but people with disabilities are using it because it had inclusive universal design built into it. We're using it to read menus and help with navigation indoor and outdoor and wayfinding and all sorts of amazing things happening with technology and beyond. So the key is it's fabulous, but we also have to make sure that it stays fabulous by being inclusive and accessible.  Laurie: You make such a good point there, Ronza, and I think with this wave of generative AI and everyone racing to get products to market, it's more important than ever to be rigorous and disciplined in continuing to build accessibility in from the beginning and test it thoroughly all the way through before it's released.  Ronza: 100%.  Kevin: Ronza and Laurie, those are excellent points that you made. And I really think technology will go a long way to helping people with disabilities of all types become part of the workforce, become part of the legal profession. And I think we have all lived through recently the pandemic that, you know, was affected everyone, not just persons with disabilities. But I think one of the things that came out of that was the importance of remote work and how that can really change the landscape. And Nick, I believe Coinbase is, you said, almost all remote. So can you comment on how that has impacted you and how you think that affects people with disabilities in terms of having access to jobs?  Nicholas: Yeah, Coinbase is a remote first company. So everyone in the company has the option to be remote first. We do have some office locations in some major cities if some people feel like they want to go into an office, but there's no requirement to do that. And in my view, I don't know that remote work benefits just persons with disabilities. I think we can all agree that it benefits a lot more groups than just persons with disabilities. To me, the bottom line of the benefit of remote work is it levels the playing field for everyone. So if we're all remote, we don't. There's no small group or other group or specific individual or groups of individuals that have to worry about what's happening in an office. Are some people getting ahead by having lunches or just getting that face time that they otherwise aren't able to do to be into the office? Whether that's because they live somewhere else where the office isn't, or they're a person with a disability and it's not easy to get into the office, or for any other reason of why it doesn't make sense. I think specifically for parents with children who are working. Remote work is a great benefit. So I love what remote work does for everyone. And it's been a real benefit. I think Coinbase deserves a lot of credit. For being one of the first companies in I think it was may of 2020 to decide that is how we're going to operate our company we think we can do it effectively and so far now you know four plus years later they're doing really well and um i don't have any knowledge that that Coinbase is changing their practices but it works very well for Coinbase and I'm sort of discouraged to see some of these companies deciding to go to a hybrid or fully return to office status. But obviously, that's their decision. And the people that are making that are thinking that it's in their best interest. I just don't know how much input they're getting from a voice of someone with a person with a disability.  Laurie: One other point is it expands the talent pool that employers can recruit from. They're not limited to just their area or just the people who can come into the office, but it really broadens that talent pool and once again, enables them to bring a more diverse workforce into their organization.  Ronza: So I'll say that, you know, in the government workforce, we have seen this switch, right? So prior to the pandemic, there were some people that were working remotely, but not very many because the perception was, no, no, no, we can't do this work remote in a remote way. We need to serve the people, the public, etc. And then the pandemic happened and bam, we have to work remotely in order to serve the people. And then everything was moving along. And I think that was really the renaissance for the disability community and government. And then government started shifting back to more in-person presence and more and more in-person presence. And the thought was, well, if you need to work from home, you can request a reasonable accommodation. And while that's true, it can be very isolating. If we're not building work, community. In a way that's hybrid or in a way that is inclusive of those that are working from home for whatever reason, then we are excluding those people. And so giving them the ability to work from home as a reasonable accommodation, if that's the solution, it can't be the only solution because what it does is it creates a different expectation and standard and isolation. And all these people with a disability are over here and everyone else is over here. And so I think employers need to really be thinking mindfully about what a hybrid work environment looks like and how to ensure inclusion for those who, for whatever reason, are working from home all or much of the time. And we can do it. We have done it. We've been very creative in the last five years. But I think we're just not thinking about it. We're letting the economic and other considerations and, you know, the ease. My favorite phrase that people give me was, well, we need people in the building because of line of sight supervision. And I always say, well, I'm a manager and I'm blind. So line of sight supervision doesn't do anything for me. Are you saying I'm not as good of a manager as you? And then, you know, they don't mean it that way, but that's how it comes off. And that's really how they're thinking. They're thinking they have to be in my space for me to effectively manage them, which we have proven doesn't have to be the case. In fact, we can be very effective as if not more productive with people in their own comfortable environment.  Kevin: Ronza, you expressed that better than I could ever have done. I think that's a really important aspect of remote work. It could not put anyone at a disadvantage or be isolating. With the last couple minutes we have left, I'd just like to hear from everyone about where we have come from and what you'd like to see in the future, some progress we've made, and where you think we still need to improve. So Nick, if you'd like to talk a little bit about that.  Nicholas: Yeah, I'll say I can recall an instance about 12, 13 years ago, maybe, where I was interested in a summer internship with a law firm. And I noticed they had a diversity recruitment event, something like that. And they were looking for women and ethnically diverse or persons of color to attend. And I recall thinking to myself, well, I am a white male, but if they're looking for diverse candidates, I would assume that they would be interested in a person with a disability. So I emailed the firm's event organizer and I sort of posed the question of, can I attend? And of course the answer was yes, but it really goes to show where we were 12 to 14 years ago. And we may still be there in terms of what diversity is and or how law firms specifically view diversity. It may just be that they focus on these two categories. And that is a fine thing. It's just not an inclusive thing. I sort of commend the efforts. And I think we've gone farther than that over the past 12 to 14 years. But if we want to create an inclusive industry, doing so in an exclusive manner is not going to get us there. And I would encourage firms in their recruitment efforts to think about all of the minority groups or underrepresented groups in this industry and make intentional efforts to be inclusive for all of them.  Kevin: Thank you, Nick. Ronza, would you like to add?  Ronza: Sure, I 100% agree. I think that it's not just in the legal profession, it's in a lot of professions that the focus on diversity has been on race and gender and, you know, the SOGI areas. And there hasn't been as much advancement with disability, but this is certainly an opportunity. The American Bar Association currently has a campaign called the Be Counted Campaign for lawyers specifically and those in the legal profession who do have disabilities who can, you know, confidentially essentially be counted as a member of the disability community so that we can get a better number of who in fact is in this profession because we know it's not half a percent. You know, we know it's more than that. And we need to eliminate the stigma in this and every profession for those that are comfortable, psychologically safe, identifying as people with disabilities, even if it's anonymized, to be able to do so. I am optimistic in terms of where we're headed. I think the effort that we've put forward as a disability community and nothing about us without us has really tremendously borne some fruit. And I think though there's work to do, I think we've come a long way. I think that the ADA regulations on Title II that were the Department of Justice released are going to be a game changer. I think that when the Title III regulations are released, whenever that is, it's going to be another huge game changer. I think that Section 508 of the Rehabilitation Act is very, very much in need of a refresh and some updates. And when that happens, and I know there's some effort in Congress already, that's going to help. And I think some of the fundamental civil rights laws and protections in states and in the federal sector are going to continue this progress. But those are just the underpinning. It's the attitudes of people. It's listening to a podcast like this and learning about people you didn't think about before or aspects you didn't think about before, and then becoming a good ally to those communities. If you are in the community and feel comfortable speaking up with your lived experience, that's going to be a game changer too. 25% of this country. That's who we are. And so everybody knows somebody. Everybody has a family member who is a person with a disability who've experienced some of these challenges. Listen to their stories. Ask about their stories. Educate yourself and become a good ally so that the next generation has an easier time. That's what I'm excited about because I see it happening much more often. And I think it will continue to happen in this generation and the ones to come.  Kevin: Thank you so much. Laurie, how about you? what do you see in the future?  Laurie: Well, I think these are all such great points. And I'm going to go back to Nick's example. You know, I think historically DE&I has included, you know, a lot of minority groups except the disability community. And more and more, as I'm speaking with, you know, our enterprise customers, they're starting to add accessibility into that equation and really target disability hiring and bringing disabled talent into their pipelines. A lot of organizations are creating neurodiversity centers of excellence and neurodiversity hiring programs to specifically target that part of the population. So like Ronza said, I'm encouraged and I'm seeing this become a much higher priority for our enterprise customers. And again, to echo what she just said, I think the more we talk about it, the more we have podcasts and people listen to podcasts, the more comfortable and confident we get. I think we don't talk about accessibility because we're uncomfortable talking about disability, because people are afraid they're going to say the wrong thing. And at some point, we are all going to say the wrong thing, and that's okay. It's a learning opportunity for all of us. So again, thank you for the opportunity for us to come together today and talk about this really, really important topic.  Kevin: Well, I just want to say very heartfelt thanks to all of you, Laurie, Ronza, and Nick for all of your insights today, for your time, and for the lessons you've shared with us. I think people will really get a lot out of this. And for our listeners, thank you for joining us for Inclusivity Included, and please stay tuned for future episodes. Thanks, everyone.  Outro: Inclusivity Included is a Reed Smith production. Our producers are Ali McCardell and Shannon Ryan. You can find our podcasts on Spotify, Apple Podcasts, Google Podcasts, reedsmith.com, and our social media accounts.  Disclaimer: This podcast is provided for educational purposes. It does not constitute legal advice and is not intended to establish an attorney-client relationship, nor is it intended to suggest or establish standards of care applicable to particular lawyers in any given situation. Prior results do not guarantee a similar outcome. Any views, opinions, or comments made by any external guest speaker are not to be attributed to Reed Smith LLP or its individual lawyers.   All rights reserved.  Transcript is auto-generated.

America's Work Force Union Podcast welcomed Debbie Goldman, retired Research Director for the Communication Workers of America (CWA), as she discussed her new book, Disconnected: Call Center Workers Fight for Good Jobs in the Digital Age. Goldman explored the impact of deregulation, technological changes and the CWA's continued efforts to advocate for workers' rights in the telecommunications industry. Tim Burga, President of the Ohio AFL-CIO, joined the America's Work Force Union Podcast to discuss the current political climate in Ohio and the implications for workers' rights. As the state prepares for a new legislative session, Burga emphasized the importance of vigilance in protecting the interests of Ohio's workforce.

Aaron and Kimberly figure out what they're grateful for... then learn about a wonderful, non-partisan voting expansion effort from Betty Pendergrass, a local government expert.#ColonelsOfTruth #ProgressKentuckyNEWS OF THE WEAK:https://kentuckylantern.com/briefs/kentucky-fish-and-wildlife-swaps-land-to-boost-prospective-nuclear-fuel-enrichment-project/https://governor.ky.gov/accomplishmentsINTERVIEW: Betty PendergrassCALL TO ACTION: Expand Early Voting for Caregivershttps://actionnetwork.org/letters/early-voting-for-caregivers#ProgressKentucky - #ColonelsOfTruthJoin us! http://progressky.org/Support us! https://secure.actblue.com/donate/progresskyLive Wednesdays at 7pm on Facebook https://www.facebook.com/progressky/live/and on YouTube http://bit.ly/progress_kyListen as a podcast right here, or wherever you get your pods: https://tr.ee/PsdiXaFylKFacebook - @progresskyInstagram - @progress_kyTwitter - @progress_kyEpisode 188 was produced by the fantastic fellow, Parker WilliamsTheme music from the amazing Nato - hear more at http://www.NatoSongs.comLogo and some graphic design provided by Couchfire Media

Send us a text“You take every job assuming it's a good one. Yet, at any point, your intuition might signal that something has changed—whether it's the organization, or you. Either way, only you can take charge of fixing your work and your life.” - Kate GogginIn this episode, we sit down with Kate Goggin, author of 10 Little Rules When Good Jobs Go Bad. Through her experiences, Kate has distilled powerful insights for anyone who feels stuck, frustrated, or unfulfilled in their career. This isn't your typical career advice; it's an honest, deep dive into how to recognize when a job has stopped working for you—and, more importantly, what to do about it.Kate's book resonates with those who have found themselves in challenging roles, helping them to understand what they truly want from work and life. Join us as we unpack her ten transformative rules, each shaped by hard-won lessons that will empower you to regain control of your career and make meaningful changes.Kathleen (Kate) Goggin is a former federal spokesperson and certified technical writer with extensive experience consulting for clients in both private and public sectors. She has advised federal agencies including the U.S. State Department, the National Oceanic and Atmospheric Administration, and the Federal Aviation Administration.A member of the Center for Plain Language and the Society for Technical Communication, Kate holds a degree in Communications Consulting from George Mason University. Her book, 10 Little Rules When Good Jobs Go Bad: Learn, Grow, and Reclaim Your Power at Work and in Life, is a guide for anyone ready to find fulfillment and balance in their professional life.Whether you're questioning your career path or just feeling unmotivated, this episode offers practical advice on recognizing and overcoming those challenges. Kate's insights will help you identify when it's time to make a change—and how to do it thoughtfully. Tune in to discover how to reclaim your power at work and, ultimately, build a career that aligns with your life goals.Find Kate's book - Visit my website: https://thehello.llc/THERESACARPENTERRead my writings on my blog: https://www.theresatapestries.com/Listen to other episodes on my podcast: https://storiesofservice.buzzsprout.comWatch episodes of my podcast:https://www.youtube.com/c/TheresaCarpenter76

The Cal State University (CSU) system is changing how it measures student success and hopes it increases graduation rates. It will now focus on not just a four-year degree but also ensuring students get a good job. Please Like, Comment and Follow 'The Restaurateurs' on all platforms:    ---  The Restaurateurs Podcast is available on the KMJNOW app, Apple Podcasts, Spotify, YouTube or wherever else you listen to podcasts.  --  The Restaurateurs  | Website |   -  Everything KMJ   KMJNOW App | Podcasts | Facebook | X | Instagram   See omnystudio.com/listener for privacy information.

For decades, the American middle-class dream encouraged the idea that work should be a central part of our identity and a source of meaning. But now, people are starting to question that philosophy. Burnout is rampant, wages are stagnating, and job security amidst a rapidly changing job market feels fragile. This week we're bringing back the first of three episodes from our June 2023 Good Jobs series: Jessi's insightful conversation with Bruce Feiler, author of The Search: Finding Meaningful Work in a Post-Career World. Bruce argues that it's time to break away from traditional narratives around careers and work. In this illuminating conversation, Bruce debunks common lies we tell ourselves about careers and offers practical advice for finding meaning in work. Tune in to hear Bruce's fresh perspective on work, life, and the balance between the two, as we explore the future of meaningful employment. Continue the conversation at Hello Monday Office Hours! RSVP here to join us on the LinkedIn News page this Wednesday at 3 PM EST.

Many of the jobs that keep the world running — like cleaning bathrooms, picking up trash, caring for the elderly — pay so poorly that workers can barely make ends meet. Nonprofit leader Zeynep Ton is intent on changing that, showing why everyone wins when companies pay their people livable wages and offer opportunities for growth. After the talk, Modupe digs into why money shouldn't be spent solely on recruiting, training and hiring new talent — but also investing in existing employees. 

On this episode, Oren is joined by not one but two leading scholars on U.S. industrial policy, Marc Fasteau and Ian Fletcher, both of the Coalition for a Prosperous America. The episode opens with a conversation about the pair's forthcoming book, which Oren describes as “the authoritative tome on industrial policy past, present, and future.”They dig into why the government should be involved in domestic industry in the first place, the innovations—from the internet to commercial air travel—that wouldn't exist without such involvement, and what the future of American industrial policy should be.For more, check out their forthcoming book, Industrial Policy for the United States: Winning the Competition for Good Jobs and High-Value Industries.

We've all had those jobs that are just ... not the best. But when a good job goes off the rails, it takes an unexpected toll - both while we are still IN the job, but also perhaps long after we've left. Join CH this week's as she discusses the lasting impact that difficult - perhaps even toxic - job environments can have on our mental health and professional confidence. She shares her own personal journey of having faced a traumatic work situation, the emotional toll it took and the (longer) road to recovery. Tune in for an inspiring conversation that encourages us all to make brave bets on ourselves, prioritize our well-being and have the courage to leave a harmful job environment.   Show Notes IMPORTANT NOTE: This episode does NOT provide any medical advice; always consult with a professional. For those who may not be familiar with the terms "Job PTSD" or "Workplace PTSD," you can do a Google search using those terms to begin reviewing various articles and resources. This may/may not include AI-generated responses to the keyword search. The term "brave bet" comes from Jackie Yeaney, who we featured in Episode 32 as part of our Share the Chair series.

On this week's show: The Future of Work podcast explores the challenges facing athletes with disabilities…Labor History Today takes a labor walk in Wheeling…Debbie Goldman discusses her new book Disconnected: Call Center Workers Fight for Good Jobs in the Digital Age on the Heartland Labor Forum…then, on the CUPE Cast podcast, Brianna and Brittany discuss the recent Liquor Control Board of Ontario strike, and in our last segment, the Reinventing Solidarity podcast talks with Megan Svoboda from the Emergency Workplace Organizing Committee.   Please help us build sonic solidarity by clicking on the share button below. Highlights from labor radio and podcast shows around the country, part of the national Labor Radio Podcast Network of shows focusing on working people's issues and concerns. @ilo @Heartland_Labor @CUPEOntario @CunySLU#LaborRadioPod @AFLCIO Edited by Patrick Dixon, produced by Chris Garlock; social media guru Mr. Harold Phillips.

In response to COVID-related supply chain problems, two years ago Congress passed the CHIPS 55 Science Act, legislation aimed at boosting domestic semiconductor production through manufacturing subsidies, workforce development, and […] The post CHIPS Program Could Create Good Jobs, But it's Failing to Do Tha... appeared first on WORT-FM 89.9.

Many of the jobs that keep the world running — like cleaning bathrooms, picking up trash, caring for the elderly — pay so poorly that workers can barely make ends meet. Nonprofit leader Zeynep Ton is intent on changing that, showing why everyone wins when companies pay their people livable wages and offer opportunities for growth.

Many of the jobs that keep the world running — like cleaning bathrooms, picking up trash, caring for the elderly — pay so poorly that workers can barely make ends meet. Nonprofit leader Zeynep Ton is intent on changing that, showing why everyone wins when companies pay their people livable wages and offer opportunities for growth.

Many of the jobs that keep the world running — like cleaning bathrooms, picking up trash, caring for the elderly — pay so poorly that workers can barely make ends meet. Nonprofit leader Zeynep Ton is intent on changing that, showing why everyone wins when companies pay their people livable wages and offer opportunities for growth.

We will feature two Books. First, in Disconnected: Call Center Workers Fight for Good Jobs in the Digital Age author Debbie Goldman shows how workers struggle for good jobs against […] The post Two Books: Debbie Goldman’s Disconnected: Call Center Workers Fight for Good Jobs in the Digital Age and Jake Friedman’s The Disney Revolt: The Great Labor War of Animation’s Golden Age appeared first on KKFI.

How can we preserve and enhance human skills in an era dominated by AI and intelligent machines? Matt Beane joins Kevin to discuss how we can continue learning and be productive at the same time. While viewing surgical operating rooms, Matt observed that integrating intelligent technologies affects skill development, particularly the novice-expert dynamic that has been fundamental to human learning for over 160,000 years. He shares his three Cs: Challenge, Complexity, and Connection, which are essential for skill development and are often disrupted by new technologies. Kevin and Matt also explore the implications of remote work on skill building, the potential dangers of relying solely on intelligent technologies, and practical steps leaders and individuals can take to foster a healthy learning environment. Listen For 00:00 Introduction 01:40 Guest Introduction: Matt Beane 05:19 Initial Fascination with Robotics in Surgery 09:54 Learning Challenges in Robotic Surgery 13:15 Historical Perspective on Learning and Skill Development 16:10 The Three Cs of Skill Development: Challenge, Complexity, Connection 19:11 Impact of Remote Work on Learning and Connection 23:10 Practical Steps for Enhancing Skill Development in the Age of AI 27:15 The Role of Leadership in Skill Development 31:11 Individual Contributions to Skill Enhancement 34:44 Fun Activities and Interests of Matt Beane 36:00 Recommended Science Fiction Reads 37:00 How to Learn More About Matt Beane Meet Matt Matt's Story: Matt Beane is the author of The Skill Code: How to Save Human Ability in an Age of Intelligent Machines. He does field research on work involving robots and AI to uncover systematic positive exceptions that we can use across the broader world of work. His award-winning research has been published in top management journals such as Administrative Science Quarterly and Harvard Business Review, and he has spoken on the TED stage. He also took a two-year hiatus from his PhD at MIT's Sloan School of Management to help found and fund Humatics, a full-stack IoT startup. In 2012 he was selected as a Human-Robot Interaction Pioneer, and in 2021 was named to the Thinkers50 Radar list. Beane is an assistant professor in the Technology Management department at the University of California, Santa Barbara, and a Digital Fellow with Stanford's Digital Economy Lab and MIT's Initiative on the Digital Economy. When he's not studying intelligent technologies and learning, he enjoys playing guitar; his morning coffee ritual with his wife, Kristen; and reading science fiction—a lot of science fiction. He lives in Santa Barbara, California. Website: https://www.mattbeane.com/book/  Get a free chapter of his book: https://the-skill-code.ck.page/a0cabc1d60  Book Recommendations The Skill Code: How to Save Human Ability in an Age of Intelligent Machines by Matt Beane  Accelerando (Singularity) by Charles Stross Like this? How to Navigate the Future with Margaret Heffernan How the Future Works with Brian Elliott The Case for Good Jobs with Zeynep Ton Join Our Community If you want to view our live podcast episodes, hear about new releases, or chat with others who enjoy this podcast join one of our communities below. Join the Facebook Group Join the LinkedIn Group   Leave a Review If you liked this conversation, we'd be thrilled if you'd let others know by leaving a review on Apple Podcasts. Here's a quick guide for posting a review. Review on Apple: https://remarkablepodcast.com/itunes    Podcast Better! Sign up with Libsyn and get up to 2 months free! Use promo code: RLP  

Most startups are looking to solve a problem inside a business, but Bandana, a New York City-based startup has a different goal. It wants to help people at the lower end of the wage scale find better jobs with higher wages and good benefits, all while being closer to home to reduce commuting time Learn more about your ad choices. Visit podcastchoices.com/adchoices

We are on vacation, but don't you worry Justin has put together a great show full of some amazing segments we have done! We started the morning hot by talking to a NASCAR driver then chatting about... syphilis? We also played a streaming game and talked summer jobs! Listen to Billy & Lisa Weekdays From 6-10AM on Kiss 108 on the iHeartRadio app! 

In this episode, Bryan and Kristen discuss the benefits of loving your job, reminisce about getting to go out for lunch with co-workers, and explain how great it is to work within a well synergized team. Life Level 1 is a general topic podcast about life from the humorous perspective of Bryan and his broad, Kristen. Bryan has a background in video game development and Kristen has a background in life. The thoughts and opinions expressed on this podcast are those of the individual contributors alone and are not a reflection of their employers.

Guest Austen Bannon, Policy Fellow with Americans for Prosperity, joins to discuss nationwide tour with Department of Labor to encourage "good jobs" in workforce...that include diversity/equity/inclusion, public sector jobs, and jobs that cut work hours, increase benefits, and unionized jobs. Really? Democrats claim Martin Luther King was a socialist and would support DEI programs today. Would DEI actually help minority communities, or is this a continued way to segregate and separate?

Shiyan Koh, Managing Partner of  Hustle Fund, and ​​Jeremy Au talked about three main themes: 1. USA VC vs. Southeast Asia Fund Performance: Bain's 2023 private equity report shows that Southeast Asia's VC returns have been lower over the past decade, with median LP distributions of 0.4X for Southeast Asia, China 0.6X, Europe 0.7X, USA 1X and India 1.3X. Shiyan attributed this due to the oversupply of capital - despite an order of magnitude increase in venture capital into Southeast Asia, this influx has not led to a proportional increase in scalable, successful companies, thus leading to inflated valuations and reduced returns​​. 2. SGX & IDX Capital Market Challenges: Jeremy and Shiyan examined the hurdles faced by Southeast Asian companies in accessing capital markets. Jeremy noted the low liquidity on local exchanges, with turnover rates at 32% in Singapore, 19% in Indonesia, and 73% in the Philippines, compared to the New York Stock Exchange's 103%​​. Shiyan emphasized that local regulatory constraints, such as the Singapore Stock Exchange's requirement for profitability (to protect retail investors), deter many tech startups, prompting them to seek international listings, particularly in the US, where they can list at higher valuations despite ongoing losses​​. They also discussed the role of capital controls in limiting retail investors' access to offshore equities in China and India, driving demand for domestic listings​​. 3. Post-AI "Good Jobs": Jeremy and Shiyan examined the impact of AI on Southeast Asia's labor markets, focusing on how integrating AI with lower-cost labor could create a competitive advantage against purely AI-driven models in the US​​. Shiyan suggested that developing AI-native companies could drive innovation in service sectors like call centers and business process outsourcing (BPO). They also touched on the concept of the “iron rice bowl”—a metaphor for job security and stability in traditional sectors, such as government-related roles, which might be less affected by AI​​. They noted that while AI could make some roles obsolete, particularly those involving repetitive tasks, it might also open new opportunities by automating routine aspects of jobs, thus enhancing overall productivity. Jeremy and Shiyan also talked about the importance of mid-sized companies for talent recycling, AI's role in the creative fields, and how global economic trends impact founder fundraising in the region. Watch, listen or read the full insight at https://www.bravesea.com/blog/post-ai-good-jobs Nonton, dengar atau baca wawasan lengkapnya di https://www.bravesea.com/blog/post-ai-good-jobs-id 观看、收听或阅读全文，请访问 https://www.bravesea.com/blog/post-ai-good-jobs-cn Get transcripts, startup resources & community discussions at www.bravesea.com WhatsApp: https://chat.whatsapp.com/CeL3ywi7yOWFd8HTo6yzde TikTok: https://www.tiktok.com/@jeremyau Instagram: https://www.instagram.com/jeremyauz Twitter: https://twitter.com/jeremyau LinkedIn: https://www.linkedin.com/company/bravesea TikTok: https://www.tiktok.com/@jeremyau Instagram: https://www.instagram.com/jeremyauz Twitter: https://twitter.com/jeremyau LinkedIn: https://www.linkedin.com/company/bravesea English: Spotify | YouTube | Apple Podcasts Reach out to joe@heymax.ai to learn more about Heymax  

Welcome to "Unlocking Opportunities: Finding and Keeping Good Jobs for Autism." In this must-see episode, we delve into the world of employment for individuals on the autism spectrum, offering essential guidance on securing and maintaining fulfilling careers. Hosted by Dan, who shares his personal insights as someone living with Autism, ADHD, and OCD, this podcast provides practical strategies and valuable advice for individuals with autism, their families, and employers. Through candid discussions and expert commentary, we explore the unique strengths and challenges that autistic individuals bring to the workplace, including strong attention to detail, innovative thinking, and potential difficulties with social interactions and sensory sensitivities. Moreover, we offer valuable tips and resources for finding suitable job opportunities, navigating the job application process, and thriving in the workplace. Whether you're an individual with autism seeking meaningful employment, a parent or caregiver supporting a loved one, or an employer looking to create inclusive workplaces, this episode offers invaluable insights and actionable strategies. Join us in "Unlocking Opportunities: Finding and Keeping Good Jobs for Autism" as we empower listeners to pursue rewarding careers, break down barriers to employment, and foster greater inclusivity and acceptance in the workplace. --- Support this podcast: https://podcasters.spotify.com/pod/show/theaspieworld/support

4 - 16 - 24 GOOD JOBS FOR TEENS LOOKING FOR FAST CASH by Maine's Coast 93.1

Visit the website and get on the email list. www.podpage.com/the-3-13-men-money-and-marriage If you want to reach out to the episodes guest Ellen Sudderth her email mrssudds@yahoo.com The podcast instagram page the313menmoneymarriage Summary In this episode, host Andrew Johnson and guest Ellen Sudderth discuss the topic of why good guys with good jobs struggle to attract women. They explore the idea that women are often more interested in creative types or struggling artists, even if they have less attractive faces. They also discuss the concept of sunken cost fallacy, where women may stay in relationships with unemployed men because they have invested so much time and effort into them. The conversation concludes with advice for men with nine-to-five jobs on how to be more successful with women, including having a creative hobby. Keywords good guys, good jobs, struggling artists, unemployed men, creative types, sunken cost fallacy, nine-to-five jobs, creative hobbies Takeaways Women are often attracted to creative types or struggling artists, even if they have less attractive faces. The concept of sunken cost fallacy can cause women to stay in relationships with unemployed men because they have invested a lot of time and effort. Men with nine-to-five jobs can improve their success with women by having a creative hobby or passion. Simplicity and charisma are attractive qualities that can make up for a lack of traditional attractiveness or financial success. Titles The Power of Simplicity and Charisma Advice for Men with Nine-to-Five Jobs Sound Bites "The sax gets them every time." "You don't have to look good." "Play that saxophone." Chapters 00:00 Introduction: Good Guys, Good Jobs, and No Girls 04:09 Why Good Guys Can't Get the Girl 11:07 Why Women Choose Unemployed or Artist Types 26:24 Advice for Men with Nine-to-Five Jobs 32:35 Conclusion: The Power of Simplicity and Charisma --- Send in a voice message: https://podcasters.spotify.com/pod/show/andrew-johnson03/message

SUMMARY: The February jobs report may be the best report we see this year and markets away a lot of consumer data this week...SHOW NOTES:A Pretty Phenomenal Jobs ReportThis Week All About ConsumersDISCLAIMER: TowneBank Mortgage, NMLS #512138, is an equal housing lender. This podcast is for informational purposes only. Hosted by Tyler Cralle #2028201

On the seventy-third episode of "Taps and Patience," hosts AJ and Harrison dive into their recent machining and manufacturing adventures. With upbeat music setting the tone, they discuss their experiences, challenges, and recent projects. AJ shares his struggle with a breakdown on his mill, detailing the process of diagnosing and fixing the issue with the Y-axis servo. Meanwhile, Harrison recounts his frustrations with a lengthy project involving 3D-printed parts for a food processing plant, highlighting the challenges of measurements and communication with the client. The conversation shifts to the intricacies of machining plastic parts, with AJ describing a complex plastic manifold he's working on. He explains the multi-operation process and the unexpected setbacks he faced, including the breakdown and repair of his mill. The hosts also touch on the differences between their machine types and the challenges of precision machining with various materials. Throughout the episode, their banter and insights provide an entertaining and informative glimpse into the world of machining and manufacturing. https://www.patreon.com/TapsAndPatience --- Support this podcast: https://podcasters.spotify.com/pod/show/tapsandpatience/support

There's a college basketball opening in Columbus, OH and Creighton fans should be nervous.

If schools aren't turning out job-ready grads, can employer-led partnerships reengineer the talent pipeline to meet the demand and provide opportunities for a diverse workforce? J.D. Hickey, president and CEO of Blue Cross Blue Shield of Tennessee, on his firm's collaboration with East Tennessee State University, the BlueSky Tennessee Institute, a work-based accelerated computer science bachelor's program based at the insurer's corporate campus.  

Don't believe the jobs reports: it's a tough labor market out there, and not in the way you're thinking. 44% of workers have what's considered a bad job, which is defined as a high risk, low wage position. The majority of these jobs are frontline, hourly positions, with little to no consistency or benefits. These organizations have some of the highest turnover rates, costing the U.S. economy 1 Trillion dollars per year.  This is where today's guest Zeynep Ton has set her sights on fixing. Zeynep is a professor of the practice in the operations management group at MIT Sloan School of Management and president of the nonprofit Good Jobs Institute, whose mission is to help companies thrive by creating good jobs and to redefine what it means to run a successful business. Her organization has advised the likes of Quest Diagnostics, Mud Bay, and many more. Zeynep's work and research on the benefits of supporting good jobs has been featured in publications like The Atlantic, the New York Times, and more, culminating in her book, “The Good Jobs Strategy: How the Smartest Companies Invest in Employees to Lower Costs and Boost Profits”. We wanted to catch up with Zeynep to hear first hand about why it's important to design good jobs for workers, and how it benefits everyone from the top to bottom of an organization. This is another one you're not going to want to miss, so with that…let's bring it in!

Betony Jones is a nationally recognized expert in labor-climate issues, with a focus on the intersection between climate jobs, clean energy, and unions. As the director of the Office of Energy Jobs, she oversees workforce development strategies and engages with organized labor and other stakeholders to ensure that the Department of Energy's (DOE) policies and program implementation result in high-quality jobs and economic equity. Previously, Jones was a senior advisor on workforce for the DOE's Office of Energy Efficiency and Renewable Energy. She began her career working on climate science in the White House Office of Science and Technology policy in the Clinton Administration. From there, she spent 20 years researching the economic opportunities associated with climate action, including as associate director of the Green Economy program at the University of California Labor Center and as founder and CEO of Inclusive Economics, a national strategy firm working at the intersection of labor, workforce, and clean energy.Resources from this episode - how to learn more and where to apply: Through the Registered Apprenticeship Program, get paid to earn nationally recognized credentials and receive hands-on training and mentorship in industries like manufacturing, construction, energy, and transportation. Find information about opportunities and grants that fund clean energy and infrastructure projects—and the jobs that go with them— through the Bipartisan Infrastructure Law launchpad.Read these GreenBiz articles on how to compete for the Department of Energy's $97 billion in funding and three grants specific to renewable energy.The American Climate Corps is set to get 20,000 citizens into climate jobs. One of their first available programs is Forest Corps. Apply here. Want to work with Betony Jones? Here's a fellowship at her department, the Office of Energy Jobs. How the Department of Energy supports retooling automotive factories for electric vehicle manufacturing. Clean energy fellowships, internships and other opportunities:Check out Sustainable Career Pathways' list of 18 sustainability fellowships for students and working professionals.Read everything you need to know about an EDF Climate Corps Fellowship and tips on the application process. If you're an undergraduate college student, consider the United Nations Academic Impact Millennium Fellowship, where you can make your campus more sustainable. For recent graduates, there's the International Council on Clean Transportation Fellowship, which supports research on transportation policy around the globe; and the Women of Renewable Industries and Sustainable Energy has fellowships in both wind and solar energy. If you are working full or part time, there's programs for you too! Check out fellowships with the Clean Energy Leadership Institute, Environmental Entrepreneurs (E2), and Climatebase. Must-reads on the impact of the legislation on climate jobs:Betony Jones' article Good Jobs with Good Pay and Benefits are Key to Building the Clean Energy Future.How the Inflation Reduction Act is impacting green job creation, according to the World Economic Forum. The fact sheet on how the Bipartisan Infrastructure Law (BIL) will create, on average, 1.5 million jobs per year for ten years. Confused by the acronyms? Here's the differences between the Inflation Reduction Act and Bipartisan Infrastructure LawLearn how the Bipartisan Infrastructure Law and Inflation Reduction Act are making historic levels of funding available for fossil fuel communities in transition to clean energy.  Related episodes:How to solve the EV problem and a jobs problem at the same timeThis climate champion will upend the way you think about city government jobsThe EDF Climate Corps alumna greening the golden arches How a psychology major is on the frontlines of decarbonizing a global industry***

Do you hate hidden hotel, housing, airline, ticketing, banking, and other corporate fees? Do you want Congress to do something about them? In this episode, learn about the wide range of unreasonable fees being reported to Congress during hearings and examine what proposals could have bipartisan support. Please Support Congressional Dish – Quick Links Contribute monthly or a lump sum via Support Congressional Dish via (donations per episode) Send Zelle payments to: Donation@congressionaldish.com Send Venmo payments to: @Jennifer-Briney Send Cash App payments to: $CongressionalDish or Donation@congressionaldish.com Use your bank's online bill pay function to mail contributions to: Please make checks payable to Congressional Dish Thank you for supporting truly independent media! Background Sources Recommended Congressional Dish Episodes FTC Authority Ronald Mann. Apr 23, 2021. SCOTUSblog. Supreme Court of the United States. April 22, 2021. Junk Fee Overview Ashish A. Pradhan. May 19, 2023. The National Law Review. Will Kenton. January 24, 2023. Investopedia. Brian Deese et al. October 26, 2022. White House Briefing Room Blog. October 20, 2022. Federal Trade Commission. Brian Canfield et al. July 7, 2021. Institute for Policy Integrity, NYU School of Law. Internet *Federal Communications Commission Healthcare August 8, 2022. Federal Trade Commission. Banking/Payments Lindsey D. Johnson. July 26, 2023. Consumer Bankers Association. July 11, 2023. Consumer Financial Protection Bureau Newsroom. Offices of Consumer Populations and Markets. May 23, 2023. Consumer Financial Protection Bureau. October 26, 2022. Consumer Financial Protection Bureau Newsroom. September 28, 2022. Consumer Financial Protection Bureau Newsroom. August 16, 2022. Pennsylvania Office of Attorney General. August 16, 2022. U.S. District Court for the Eastern District of Pennsylvania. Joe Valenti. March 30, 2022. * Consumer Financial Protection Bureau Blog. January 26, 2022. Consumer Financial Protection Bureau Newsroom. December 7, 2020. Consumer Financial Protection Bureau Newsroom. December 28, 2018. Pennsylvania Office of Attorney General. Housing July 19, 2023. White House Briefing Room. March 14, 2023. National Consumer Law Center. Jennifer Ludden. January 13, 2023. WBUR. Airlines Reid Bramblett. Frommer's. Suzanne Rowan Kelleher. Mar 7, 2023. Forbes. U.S. Department of Transportation. U.S. Department of Transportation. December 13, 2022. U.S. Department of Transportation. November 2022. Statista. Rosie Spinks. June 1, 2018. Quartz. May 2011. Jones Day. Hotels November 17, 2021. Pennsylvania Office of Attorney General. Christina Jelski. Mar 12, 2021. Travel Weekly. November 28, 2012. The Federal Trade Commission. Ticketing June 20, 2018. U.S. House of Representatives. Anne Bucher. June 13, 2018. Top Class Actions. “Susan Wang and Rene' Lee v. StubHub, Inc. Case” [No. CGC-18-564120]. The Superior Court of the State of California, County of San Francisco. Cars June 23, 2022. Federal Trade Commission. Laws Bills Audio Sources July 26, 2023 Senate Committee on Banking, Housing, and Urban Affairs, Subcommittee on Financial Institutions and Consumer Protection Witnesses: Attorney General, Commonwealth of Pennsylvania Director of Housing Advocacy, Atlanta Legal Aid Society Manager Director, Patomak Global Partners Clips Michelle Henry: In the consumer finance space, we recently filed a multi-state lawsuit against Mariner Finance, a Wall Street private equity-owned installment lender. Our lawsuit alleges that Mariner charged consumers junk fees for hidden add-on products that consumers either did not know about or did not agree to buy. These hidden add-on products, such as credit insurance and auto clubs, are typically low- or no-value products. Consumers left Mariner believing that they had entered into an agreement to borrow and repay over time a certain amount of money. In reality, because of these hidden junk fees, Mariner added hundreds to thousands of dollars to the total amount a consumer owed. The cost of the junk fees is staggering. For a random sample of loans originated in Pennsylvania in December of 2020, Mariner charged each consumer an average of $1,085 in junk fees for an average of $3,394 in cash borrowed. Michelle Henry: We also had a significant junk fee settlement in 2018 with Wells Fargo. This settlement stemmed from Wells charging its auto finance customers millions in junk fees. Despite evidence that many customers already had the required car insurance, Wells improperly charged more than 2 million accounts for force-placed insurance. To resolve the multi-state action, Wells agreed to pay states $575 million. Michelle Henry: In 2021, we announced the landmark junk fee settlement with Marriott International. For many years, travelers had been misled by the published rates offered by hotels for a night stay, only later to be hit with the mandatory resort fees when they were checking in. Thanks to our settlement, Marriott now has a policy in place to be upfront and transparent in the disclosure of mandatory fees, including resort fees, as part of the total price of a hotel stay, allowing consumers to compare total costs for hotels and find the one that is the best fit for them. Marriott was the first hotel chain to formally commit to the upfront disclosure of resort fees as part of the initial advertised price. We hope others will follow. Michelle Henry: In the end, what we are fighting here for is basic fairness and transparency. When consumers are shopping online or in person, they deserve to understand what a loan, a house, or a vacation will cost and exactly what key terms they're agreeing to. At the same time, all businesses deserve to compete on an even playing field, where the price is the price with no hidden surprise fees. Lindsey Siegel: My name is Lindsay Siegel and I'm the Director of Housing Advocacy at Atlanta Legal Aid, which provides free civil legal services to families with low incomes in the metro Atlanta area. Today, I will focus on the rental housing market and how predatory and hidden rental fees gouge families living in poverty and make their rent even more unaffordable than it already is. Miss Dixon is a single mother who found an online listing for an apartment in the fall of 2020. The advertisement said it rented for $1,400 per month. It did not list any other monthly fees she would be required to pay. She applied and paid $525 through the landlord's online portal, which covered her $50 application fee, a $175 moving fee, and a $300 screening fee, all of which were non-refundable. She was not able to see the lease or the apartment she'd be renting, but she knew if she did not pay sight unseen she would lose the apartment. And when her application was approved a few weeks later, the landlord charged her another $200 approval fee. She finally received and signed a copy of her lease just two days before she was slated to move in. It was 50 pages long and contained to eight different addenda. She had expected to pay her rent and for water. She didn't expect to be responsible for a package locker fee, a trash removal fee, a separate valet trash fee, a pest control fee, a technology package fee, an insurance fee, and a credit reporting fee. When the fees added up, $83 had been tacked on to her monthly rent. And to make matters worse, Miss Dixon's landlord did not accept the rent by cash, check, or money order. When she paid through the landlord's online portal she was charged another $72-per-payment convenience fee. The low income renters Atlanta Legal Aid represents have an extreme power imbalance with their landlords. The high demand for rental housing, especially at the more affordable end of the market, makes some landlords believe they can easily get away with unfair and deceptive lease terms and rental practices. The bait and switch Miss Dixon experienced where the landlord advertise the rent as one price only to raise it much higher with junk fees after she had spent hundreds of dollars up front is a far too common practice of many investor landlords in the Atlanta area. Low income renters like Miss Dixon become trapped. She couldn't afford to walk away from a predatory lease two days before she was supposed to move in, even if she realized it would be unaffordable. Of particular concern are the use of high application fees. They often far exceed the cost of running a report, and most renters have to pay them several times before finding a home to rent. We've heard reports that some institutional landlords even collect application fees after they've found a renter for an available home. Brian Johnson: The focus of the President's initiative has been on applying political pressure to companies to induce them to change their fee disclosure practices. In the process, the White House and supporting agencies have dismissed broad categories of fees as junk without ever providing any consistent definition of the term, which has created uncertainty as to which fees can be assessed by institutions without undue reputational or regulatory risk. Brian Johnson: The CFPB has been the most enthusiastic among regulators in heeding the President's call, indiscriminately attacking a growing list of common financial service fees, no matter that they are lawful and fully disclosed. Brian Johnson: The agency has publicly hectored companies about deposit account fees and used the implied threat of investigation to induce such companies to abandon these legal fees. Further, in addressing other fees, the CFPB appears appears to have violated its own regulations and laws governing how agencies proffer rules by disguising interpretive rules as policy statements in bulletins and issuing circulars that function as legislative rules. In another instance, under the guise of interpretation, the CFPB read a word into a statute to achieve its desired policy outcome. In still another, the agency treats the rulemaking process as a foregone conclusion, acting as though a still proposed rule has already taken effect, signaling that the agency has no interest in considering public comments, establishing an adequate evidentiary basis to support its conclusions, or considering potential changes to improve the rule. These examples demonstrate an abuse of power and the agency's disregard for process and the limits placed on it. Moreover, the CFPB's behavior subverts the authority of Congress to oversee the agency and legislate the legality of fees in our financial marketplace. Simply put, it's not playing by the rules. Lindsey Siegel: So I think the federal government does have a role to play. The CFPB could create best practices, investigate junk fees further -- especially those being charged for tenant screening reports -- could bring enforcement actions against debt collectors that engage in collection practices that violate the Fair Debt Collection Practices Act in their collection of rental debt especially includes collection of junk fees. And certainly, you know, HUD could further study and address the disproportionate impact of these practices on renters and rental applicants of color. Lindsey Siegel: Tenants living in Atlanta have a very hard time finding a rental, finding a home, that's not owned by a corporate landlord at this point. They have bought up many properties in the Atlanta area and they always seem to be working in lockstep so that once one institutional landlord is charging a certain kind of fee then another one tends to charge it as well. Just one example of this is the proliferation of landlords charging for insurance fees, and often tenants will think that these are renters insurance because they're often called renter's insurance. But it's not like traditional renter's insurance that protects the renter and their property if it's destroyed. What it does is protect the landlord and doesn't really provide a benefit to tenants at all. And we've seen that proliferate with investor landlords in particular. Sen. Thom Tillis (R-NC): I can't imagine any reasonable member of Congress not saying, "I want the person to know what their financial obligation is when they sign an instrument, not after they read page 10 in the fine print." Sen. Thom Tillis (R-NC): I'm less caught up in whether or not a trash collection fee is appropriate or not, and more caught up in, does that renter know at the point in time they're signing a lease what they're expected to pay every month? Michelle Henry: We often see things bleed over state lines and boundaries, as you are well aware, and so it's important that we work together to enforce these matters. Sen. Raphael Warnock (D-GA): How often do these kinds of cases cross state lines? And would having federal standards against these types of hidden fees make these cases easier to bring? Michelle Henry: Almost always. And I think that's critical. Where we have been most successful is joining with our fellow states, other attorneys general, partnering with them, and including the CFPB. In December of 2020, the CFPB, with all 50 states and the District of Columbia, filed enforcement action against Nationstar mortgage, again for deceptive practices, for not being transparent when they were servicing borrowers mortgages, and as a result of that joint effort we were able to obtain a settlement of $73 million and brought aid to 40,000 borrowers. Michelle Henry: You know, the reality is a lot of times consumers get misled. So they start, they're looking on the internet, they're trying to do due diligence and look for the best price, whether it's for a hotel, a vacation, and they're in there examining it, and they get led to a certain area of a certain website thinking that's the best price. And they go down this rabbit hole where they have no idea at the end of it that the price they thought they were going to pay for a hotel stay with their family is actually far larger because of fees that they weren't prepared, were not properly advised of, and at that point, they're so far in or they never discover it. So no, I don't think they understand exactly what to be aware of. We're trying to do our best to educate but far more work needs to be done, and I applaud this committee for working on it. Sen. Raphael Warnock (D-GA): If more federal agencies had the authority to address these hidden fees, how would that affect your office's capacity? Michelle Henry: It would help tremendously. Sen. Raphael Warnock (D-GA): Thank you so very much. Michelle Henry: If history is any lesson, we know that they can't be trusted to act in the best interest of consumers on their own. Look, they're in the business of making money for their shareholders and we need robust consumer protection rules and enforcement to ensure that. Sen. Thom Tillis (R-NC): So what we're talking about here is not the "what," it's the "how." And I for one do not think that the regulator's who have demonstrated pushing the boundaries of their authority, giving them more authority is a good idea if we're coming up with a real bipartisan sustainable solution. Sen. Thom Tillis (R-NC): The problem we have here too, when we transfer power out of Congress to another branch, yes, that changes every four years or so. So you may be thrilled with a regulatory regimen that comes out from the CFBP today, but because of the way they behaved, it'd be one of the first things I would work to repeal if the administration changed and withdraw it. Sen. Thom Tillis (R-NC): I'd like to submit for the record a letter from the Consumer Bankers Association on the subject. Sen. Thom Tillis (R-NC): Mr. Johnson, can you talk about the effect of the method that the CFPB is using to go after this and the impact that it can have, the negative implications that has? Is the CFPB's tendency to name and shame business institutions to avoid certain practices or adopt new ones effective regulation? They're not really thinking through the full impact and all the potential unintended consequences. Can you think of any example under this current leadership of the CFPB where they have taken that into consideration? Can you speak a little bit about the efforts and the length the CFPB goes in an effort to avoid judicial review and skirt the APA process? June 8, 2023 Senate Committee on Commerce, Science, and Transportation: Subcommittee on Consumer Protection, Product Safety, and Data Security Witnesses: Chief Executive Officer, National Consumers League Bruce Greenwald Professor of Business, Marketing Division, Columbia Business School George Mason University Foundation Professor of Law, Antonin Scalia School of Law, George Mason University Clips 21:35 Sen. John Hickenlooper (D-CO): Simply put, these are fees that are disclosed to a consumer midway through or at the end of a transaction, or they're fees that serve no tangible purpose for a consumer, like a processing fee, and that they are mandatory or unavoidable. 28:00 Sen. Marsha Blackburn (R-TN): The way I look at this issue, and the way many Tennesseans look at it, is this is another way for the FTC, the CFPB, DoT, and all these regulators to clamp down on businesses and try to micro manage businesses. 30:42 Dr. Vicki Morwitz: as a strategy where firms decide to divide a product's price into two or more mandatory parts, a base price for the main product and one or more mandatory surcharges, rather than charging a single all-inclusive price. For example, many hotels have a mandatory fee on top of the daily room rate. These are sometimes called resort fees, or facility fees, or destination fees and can range from $20 to over $50 a night. And many rental car agencies assess several mandatory fees on top of the daily rental rate, such as concession recovery fees, customer facility fees, energy recovery fees, and vehicle licensing fees. 31:20 Dr. Vicki Morwitz: In general, what research on partition pricing has shown is that when firms separate out mandatory surcharges consumers tend to underestimate the total price they'll have to pay and they're often more likely to complete the purchase. 31:50 Dr. Vicki Morwitz: With drip pricing, firms advertise only part of our products' price upfront and reveal other charges later, as shoppers go through the buying process. Drip fees can be mandatory or can be for optional items, but for today's testimony I'll focus on the dripping of mandatory surcharges. Drip pricing is commonly used in industries like the cable TV and the ticketing industries. When a consumer shops for a TV-Internet bundle from a cable television provider, they may first see an attractive base price offer for the bundle, but later learn there are also broadcast TV fees, set top box fees, regional sports fees, and TV connection fees that raise the price considerably. And a consumer shopping for a ticket for a live event, like a concert, a play, or a baseball game, typically first sees the price for different seats in the venue. After selecting a seat, as the consumer clicks through more webpages, they may come to learn there's also a mandatory booking fee, ticketing fee, venue fee, and delivery fee, even when the tickets are delivered electronically. Eventually, they see a total price that may be much higher than the first price they saw and they may be under time pressure to complete the purchase, as there might be a countdown clock that indicates they have to complete their purchase in just a few minutes. Or they may be told there's only two seats left at that price. 33:00 Dr. Vicki Morwitz: What research has shown is that when surcharges are dripped, consumers end up being more likely to buy a product that appears cheaper upfront based only on the base price, but that's more expensive and total given the drip fees. Consumers also tend to buy more expensive products than they otherwise would, such as a seat closer to the stage for a live event. 35:00 Dr. Vicki Morwitz: These policies will benefit consumers if they require that upfront stated prices must be all-inclusive. In other words, all mandatory fees must be included in the total price and that the total price should be seen upfront. This is what academic research suggests will be most beneficial to consumers. 39:20 Dr. Todd Zywicki: Everybody knows bags fly free on Southwest, everybody knows bags don't fly free on the legacy airlines, everybody knows there's going to be a fee for for bags on the other airlines and the like. Maybe there's ways you can disclose it, but nobody's fooled at this point. 42:45 Sally Greenberg: If consumers hate junk fees so much, why do companies large and small increasingly impose them? The answer is, unsurprisingly, because they are a substantial profit center. 43:20 Sally Greenberg: Late payment fees charged by banks and credit cards cost American families an estimated $12 billion annually. These fees, which can be as much as $41 for each Late Fee Payment, far exceed the cost to the issuer for processing and do little to deter future delinquent payments. 43:40 Sally Greenberg: Airlines are also poster children for junk fees. Globally, revenue from junk fees, ancillary fees in airline speak, brought in $102.8 billion in 2022. To put this in perspective, junk fees last year made up 15% of global airline revenues, compared to 6% only 10 years ago. 44:00 Sally Greenberg: Anyone who buys tickets to a concert or sporting event is well acquainted with the myriad fees. They're added at the end of the ticket buying process. We have the example that you showed, Senator Hickenlooper. Primary and secondary market ticketing companies charge service fees, order processing fees, delivery fees and other charges that increased ticket prices on average 27% for the primary market and 31% for the secondary market. 45:05 Sally Greenberg: Junk fees themselves are anti-competitive. They make comparing prices more difficult, distorting well functioning marketplaces. Honest entrepreneurs who invest in their businesses, innovate, and strive to create better value for their customers lose business. Action to address the consumer and competitive harm created by junk fees is urgently needed. 45:30 Sally Greenberg: First, we would urge you to support S. 916. It's the Junk Fee Prevention Act, which would require some of the worst abusers of junk fees to display the full price of services upfront, and they would bar excessive fees and ensure transparency. Second, we ask that Congress restore the FTC's ability to obtain strong financial penalties from wrongdoers. The Supreme Court, in 2021, overturned AMG Capital Management v. FTC, wiping out a critical enforcement tool for the commission. S. 4145, which is the Consumer Protection Remedies Act, would restore that ability to impose monetary relief to the commission. And finally, Congress must not allow businesses that trap consumers with unfair and deceptive fees to escape accountability through fine print in their contracts. To that end, we're proud to support S. 1376, the Forced Arbitration Injustice Repeal Act, which would prohibit pre-dispute arbitration agreements from being enforceable if they require arbitration in employment, consumer, antitrust, or civil rights disputes 44:35 Sally Greenberg: Renters, for example, tend to have lower incomes than those who own their homes. These consumers are also some of the most preyed upon by abusive junk fees. A 2022 survey conducted by Consumer and Housing Advocates found that 89% of landlords imposed some rental application fees[[ clare, 8/7/2023 2:09 PM couldn't find this specific survey]], nearly as many renters paid excessive late fees and they also get hit with utility, administrative, convenience, insurance, and notice fees. 51:30 Sen. Marsha Blackburn (R-TN): I'm not hearing from Tennesseans about junk fees. They're just not talking about. They are talking about real economic harm. And I think for some it's been kind of perplexing that we would focus on this issue. I even had one Tennessean say, "Well, what exactly is a junk fee? And what are the economic harms that come to people for fees for discretionary services?" 53:20 Dr. Todd Zywicki: I can't see any reason why people who pay their credit cards on time should have to subsidize people who pay their credit cards late. The evidence is clear on this from the that if you reduce late fees, more people pay late. The makes clear that if you reduce late fees, everybody ends up paying higher interest rates and, and lower income and higher risk borrowers get less access to credit. So most of what we see in the market is efficient. It prevents cross consumer subsidies and a lot of these things that are labeled as junk fees are actually just efficient multi-part pricing. 1:00:30 Dr. Vicki Morwitz: When a larger firm, or really any firm, uses hidden fees or surcharges, it doesn't only hurt consumers, but it hurts well intentioned, honest competitors like many of our country's small businesses that you're talking about. So when a larger firm makes salient a lower base price and only puts in small print or only reveals at the end of the shopping process that there are additional mandatory fees, their product offerings may appear, at least at first, to be cheaper than those of say a small business, an honest competitor who uses all inclusive prices, whose prices at least at first then, will appear more expensive, even if they're actually cheaper in total when the hidden fees of the large firm are added in. Now, research shows this is going to lead consumers to be more likely to even first consider the products and services of the larger firm who uses hidden surcharges because their products seem cheaper. In other words, their supposed low prices draw consumers in. But then having first consider their products consumers will also be more likely to stick with that firm and ultimately purchase their products, even when they're more expensive in total with the fees. So these hidden fees, they don't only hurt consumers by leading them to make purchases that are against their own self interest, but it also hurts honest competitors who are using transparent pricing practices. 1:04:10 Sen. Amy Klobuchar (D-MN): One area of this high excessive fees is ticketing. We had the hearing earlier this year with the president of Live Nation/ Ticketmaster, and other witnesses and as you are aware, the facts are quite startling. It's being reviewed by the Justice Department, including 90% monopoly on ticketing for major NFL, NHL events, 80% for major arena events, and 70% monopoly when it comes to all ticketing. In addition to that, Ticketmaster now owns a number of venues and also locks in a number of other venues that they don't own with their services for in excess of seven years, which is a subject of a bill that Senator Blumenthal and I have introduced, because this locking in makes for even less competition. And then finally, Live Nation promotes the act. So it's like a three cornered monopoly. 1:12:30 Sally Greenberg: Yes, you may know that you have a baggage fee, but there are many people who are older, who have disabilities, who may have children with them; they cannot be carrying their bags onto the airplane. So they are forced to eat the cost of a $35 fee, something that used to be free before, and has jammed our airplanes full of luggage up top, creating hazards for flight attendants as well. 1:13:55 Sally Greenberg: We certainly support the Good Jobs for Airports Act. I think many consumers had no idea that a lot of these workers were not making minimum wage[[ clare, 8/7/2023 2:08 PM couldn't find a source for this.]], were relying on tips. And many people who use the wheelchairs and the curbside baggage services did not know that people were living on tip wages and many people don't tip, as some of us who've been tipped workers know. Tipping is very up and down and certainly not a reliable source of income. So yes, we very much appreciate that legislation and it's long overdue. 1:21:20 Dr. Todd Zywicki: Junk fees is a meaningless term, but it's worse than meaningless. It's actually pernicious, which is that by sort of using this blanket conclusory label, it obscures the complexity of this, the difference between trip pricing, risk based pricing, multipart pricing, partition pricing, and that sort of thing, and it kind of sweeps into one bucket things that are legitimate, things that are aren't, things that might be partially legitimate. And now it's even got more confusing because if you look at the FTC rule, for example, on auto dealers, they take things like nitrogen filled tires, they charge more money for a claim that's a junk fee. The problem with that is not that it's a separate price for nitrogen filled tires. The problem, if there's a problem, is that nitrogen filled tires are garbage, right? There's nothing there. It doesn't matter whether it's disclosed separately or bundled in the price if it's a worthless product. And so when we talk about junk fees, we can end up confusing ourselves, lumping in things because we want to just apply this label to it, whereas I think it'd be much better to understand risk based pricing. What are things where they're pricing for something that you get no value from? What are the things where they're pricing things simply to extract wealth from consumers and the like? Executive Producer Recommended Sources Music by Editing Production Assistance

Welcome to a brand-new episode of FOMO Sapiens. In this episode, host Patrick McGinnis sits down with accomplished MIT Sloan School of Management Professor and best-selling author Zeynep Ton. Zeynep's extensive research and expertise in creating sustainable, successful companies that offer good jobs will captivate and inspire you. Ton's big idea from her first book "The Good Jobs Strategy" is that providing good jobs is a choice, even for low-cost retailers. It challenges the conventional wisdom that low wages and high turnover are necessary for profitability. Instead, Zeynep argues that these practices are more expensive than we may think. Her latest book delves deeper into the reasons why companies should make the choice to offer good jobs and provides practical insights on how to do so. Throughout the episode, Zeynep explores two key lessons that she has discovered through her research. Firstly, she reveals that paying employees low wages and operating with high turnover can actually cost companies more in the long run by generating hidden costs like lost sales and low productivity. Zeynep presents compelling evidence that changing to a good job system is not only less risky than commonly believed, but also yields positive financial returns. Zeynep also emphasizes that creating a good job system isn't just about human resources - it's about winning in business. She underscores the importance of investing in people, paying them enough, so they can focus on their jobs, and positioning your teams for success. Elements such as meaningful work, respect for employees' time, and trust in their decision-making abilities are key components of a good job. This approach not only benefits the workers but also increases productivity and contributes to overall company success. In the episode, Zeynep acknowledges the changing nature of the workforce due to advancements in AI and automation. She expresses concern about the prevailing belief that people can easily be retrained for different jobs, and highlights the pressure on employers and companies to respond to technological disruptions while still creating good jobs. She believes that technology doesn't happen to us; we have agency in how we respond to it. Drawing from real-world examples, Zeynep showcases how companies can adapt to a good job system and thrive in the face of change. One such example is Sam's Club, Walmart's wholesale club. Before 2017, Sam's Club was underperforming and falling behind Costco. However, a new CEO implemented key changes, including investing in employees by raising wages and implementing stable schedules. Reducing product variety also improved employee productivity and customer satisfaction. By leveraging technology to enhance and empower employees, companies can create better jobs and increase customer value. Zeynep reveals that even business school professors are at the forefront of exploring how capitalism can be improved. The rise of mission-driven companies allows customers to align their values with the businesses they support. Zeynep emphasizes that customers have a role to play in the conversation about what good jobs should look like. This engaging episode also explores the power of entrepreneurship and starting from scratch to create great companies. Zeynep shares the story of Jim Synagel, who started Costco in Seattle 40 years ago. By paying double the industry average for employees, Costco built a great team and achieved remarkable success. The key, Zeynep argues, is having conviction and creating a strong system from the beginning. Join us for this thought-provoking episode, that challenges the status quo and offers practical strategies for companies to embrace the good job model. Discover how companies can thrive in a changing world and create sustainable growth while prioritizing their most valuable asset - their employees. Don't miss out on this insightful conversation! Learn more about your ad choices. Visit megaphone.fm/adchoices

Low pay is obviously terrible for workers, but a growing body of research proves that it's bad for businesses, too. Smaller paychecks lead to higher turnover, decreased productivity, and poor sales. Will low-wage employers in the grocery, retail, and restaurant industries ever understand that their employees are their most important asset? Zeynep Ton hopes so. She's written a book explaining how labor investments can pay for themselves, and she joins us today to explain why better-paying jobs are good for everyone in the long run. Zeynep Ton is a Professor of the Practice in the Operations Management group at MIT Sloan School of Management. She is also president of the nonprofit Good Jobs Institute, where she works with companies to improve their operations in a way that satisfies employees, customers, and investors alike. Twitter: @zeynepton Good Jobs are Good Business https://time.com/6285516/good-jobs-good-business The Case for Good Jobs: How Great Companies Bring Dignity, Pay, and Meaning to Everyone's Work https://store.hbr.org/product/the-case-for-good-jobs-how-great-companies-bring-dignity-pay-and-meaning-to-everyone-s-work/10579 Website: http://pitchforkeconomics.com Twitter: @PitchforkEcon Instagram: @pitchforkeconomics Nick's twitter: @NickHanauer

The US economy added more than 200,000 jobs in June. But are these good jobs? Today, we look at some ways to answer this question, and what it takes to transform a job from bad to good.For sponsor-free episodes of The Indicator from Planet Money, subscribe to Planet Money+ via Apple Podcasts or at plus.npr.org.

In the final installment of our Good Jobs series, Jessi meets with journalist Simone Stolzoff, author of the new book, The Good Enough Job: Reclaiming Life From Work. Simone, who goes by Simo, wants to flip the script on good jobs entirely. Instead of putting all our energy into work and shoehorning our life into the margins, he says our work lives should give us plenty of time to look for meaning outside of our jobs.  The conversation between Simo and Jessi explores the decline of community organizations and the increasing reliance on the workplace for meaning and belonging. Simo pushes back on various workplace myths and encourages listeners to critically assess these beliefs and find the intersection between their personal values and market values. The episode concludes with actionable insights on how to reframe work's role in our lives, including creating boundaries to prioritize non-work activities and cultivating sources of identity and meaning outside of the job. We also hear from a beloved Hello Monday community member, who shares what she's learned about good jobs. Follow Simone Stolzoff on LinkedIn, and check out his new book. Follow Jessi Hempel on LinkedIn and order her debut memoir. You can also help Jessi spread visibility this Pride by requesting or sponsoring a copy of her book. Gift it forward here. Join the Hello Monday community: Subscribe to the Hello Monday newsletter, and join us on the LinkedIn News page for Hello Monday Office Hours, Wednesdays at 3p ET.  Join our new LinkedIn group for Hello Monday listeners and continue this week's conversation here: https://lnkd.in/hellomondaygroup

The conversation on Good Jobs is happening all over the LinkedIn newsroom these days. In this episode of our sister show, This is Working with Daniel Roth, former President Barack Obama shares the passion for working Americans that prompted him to create the new Netflix series - Working, What We Do All Day - through his and Michelle Obama's Higher Ground production company. The show looks at how people from various backgrounds and industries spend their workdays, and why. In this conversation with LinkedIn Editor-in-Chief Daniel Roth, President Obama shares the reasons he wanted to draw attention to this topic, his thoughts on why work isn't always the best place to seek personal fulfillment, and his perspective on generative AI. Follow President Obama and Daniel Roth on LinkedIn. Subscribe to Dan's newsletter, also called This is Working, for more insights from top leaders.

In this second installment of our Good Jobs series, Jessi sits down with Zeynep Ton, founder of MIT's Good Jobs Institute and author of the new research-driven book, The Case for Good Jobs: How Great Companies Bring Dignity, Pay, and Meaning to Everyone's Work. Zeynep argues that a good job should provide sufficient pay to give individuals agency in their personal and professional lives. She dives into the importance of stable schedules and adequate hours, as well as the need for companies to consider the entire system of a good job, not just isolated aspects. She emphasizes the need for businesses to break the cycle of mistrust and invest in their workforce to drive success. This conversation provides valuable insights into what constitutes a good job and how businesses can transform their approach to benefit both employees and the bottom line. Follow Zeynep Ton on LinkedIn, and check out her new book. Follow Jessi Hempel on LinkedIn and order her debut memoir.  Join the Hello Monday community: Subscribe to the Hello Monday newsletter, and join us on the LinkedIn News page for Hello Monday Office Hours, Wednesdays at 3p ET.  Join our new LinkedIn group for Hello Monday listeners and continue this week's conversation here: https://lnkd.in/hellomondaygroup