🔘 The Video Biden Wouldn’t Want You To See 🔘

When Biden and the Dems get wind of this video… [OST Main Logo mobile]( [LOGO OST]( At times, our affiliate partners reach out to the Editors at Open Source Trades with special opportunities for our readers. The message below is one we think you should take a close, serious look at. [divider] Fighting the remote work gender gap In spite of the influx of new challenges the pandemic has unleashed on gender roles at work and home, it’s not all bad news. One benefit of the last year has been the rapid normalisation of remote work, which could ultimately work in women’s favour. “The pandemic has made working from home less stigmatised, thus more men than before are willing to make use of it,” say Hupkau and Petrongolo. The more this happens, the better, as it can make remote work an increasingly gender-neutral realm. If more men return to the office than women, the negative cycle women have been battling for decades may regain steam In addition to men joining the remote workforce, there are proactive strategies workers can take to fight inequitable gender roles at home and work. “Dual-earner couples should consider adopting gender-egalitarian strategies in remote work decisions and division of labour,” says Jang. “For example, couples may want to alternate their workdays to have a fair division of labour at home.” Research shows that tactics like these can also improve such couples’ performance and wellbeing, she adds. Of course, not all households are headed by heterosexual couples, nor couples at all, which may complicate this approach – and any steps taken by individual workers will only realistically go so far, given the deep-rooted systemic failures that cause gender inequality. That’s one reason why experts emphasise that the onus is largely on organisations to reduce the forces contributing to an office gender gap. Effective strategies could include imposing a uniform policy in which all employees take an equal number of work-from-home days, providing more workplace childcare options and facilitating cohesion and trust among remote and office workers. On a societal level, there should be laws preventing discrimination against remote employees, and public-care services that support parents in balancing family and career. These may all seem like minor battles in the war against gender inequality and ingrained biases, but each win matters. “Educating and bringing attention to enlarged gender inequality during the pandemic can take us one step closer to reducing unconscious bias in gender roles,” says Jang. “I am hopeful that the gender stereotypes that women should do more household chores and take care of children at home can be mitigated in due time. Unconscious bias is strongly ingrained in us, but that doesn't mean that we can't overcome it.” Working outside the office should help de-escalate workplace toxicity. But in reality, dysfunctional workplace culture may actually get worse when you’re at home. W When Nikolina swapped the office for home working in early 2020 as the pandemic swept the globe, she hoped her company’s toxic culture might improve. “I thought my work would be a lot less stressful without my boss watching my every move,” says the 22-year-old Prague-based content writer. “I was so wrong.” Instead, her supervisor found new ways to monitor the team virtually, using software such as TeamViewer and Hubstaff. “I guess not having all his employees nearby really affected him, because he became obsessive, micromanaging every single aspect of our working hours and finding the smallest things to critique,” says Nikolina, whose is withholding surname for privacy concerns. “Our stress levels were high, knowing that any moment our boss could check on us, and we were all collectively going crazy.” For those employed in toxic office settings, the shift to remote work may have seemed like a silver lining of Covid-19: a chance to enjoy much-needed distance from a negative atmosphere. But, as Nikolina discovered, unpleasant work dynamics can follow us home – and in some cases, get worse, as isolation may aggravate the challenges of working with bosses or colleagues behaving badly. Toxic work cultures can have major impacts on employee wellbeing – which is why it’s particularly vital for people to understand their options for protecting themselves. Toxic from the top down Toxic workplaces can take many forms, but they share a common thread among employees: negativity and harm. “A toxic work culture is one where workers are exposed to psychosocial hazards,” says Aditya Jain, an associate professor in human resource management at Nottingham University Business School, who has studied stress, wellbeing and mental health in the workplace. “They may have little or no organisational support, poor interpersonal relationships, high workload, lack of autonomy, poor rewards and a lack of job security.” Our stress levels were high, knowing that any moment our boss could check on us – Nikolina The consequences of such work cultures, says Jain, are wide-ranging. They may include individual physical health impacts, like heart disease or musculoskeletal disorders, poor mental health and burnout, as well as organisational fallout, like reduced attendance, engagement, productivity and innovation. Most toxic work cultures originate with poor management, whose bad habits can be contagious. “Destructive behaviours at the top trickle down,” says Manuela Priesemuth, an associate professor in the management and operations department at Villanova University in Pennsylvania, US, who has researched abusive managers and toxic workplaces. “If executives engage in toxic behaviour, people in the organisation assume this behaviour is accepted and they engage in it, too. Soon enough, a toxic climate is formed, where everybody thinks, ‘This is just how we act around here’.” Before the pandemic, these toxic behaviours would take place in person, during meetings, presentations or casual interactions. Now, they occur over calls and in messages. And although you might assume distance would reduce some of these tensions, experts say being away from the office is more likely to do the opposite. Toxic work cultures tend to start at the top and permeate down, experts say (Credit: Alamy) Toxic work cultures tend to start at the top and permeate down, experts say (Credit: Alamy) “Toxic cultures persist in remote settings, such that we see similar hostility over Zoom chats or email,” says Priesemuth. “Distance or anonymity can enhance negative behaviours – it’s sometimes easier to send a rude or threatening message than say it in person.” Pandemic fatigue is another contributing cause of bad behaviour. “Psychological distress and depletion are some of the main drivers of aggressive behaviours in the workplace. People might just have shorter fuses, which translates into less civil communication and discourse,” she adds. In Nikolina’s case, after going remote, her boss’s already controlling behaviour started to feel more like harassment than supervision. “He would randomly call and demand you share your screen, or ask us to screen record our entire day. If he noticed a drop in activity for more than 10 minutes, you would get a Zoom check-in or TeamViewer session – even when people tried to take a shower or cook dinner.” She says he also messaged employees with urgent requests at midnight, and forbade them to take days off. “My entire team suffered under his management,” she says. “Personally, I was in a constant state of anxiety and had a lot of trouble sleeping at night, staying up late hours thinking [about work].” Destructive behaviours at the top trickle down – Manuela Priesemuth Experts say that having a boss who is a bully can be especially harmful in remote work environments, like many are experiencing now. The person still needs to interact with the bully, says Jain, but may find the behaviour harder to handle when they are at home, suffering from a lack of social interaction, feelings of emotional exhaustion and the work-life imbalance stemming from blurred personal and professional lines. “Working remotely can make the situation worse, as the individual might not be able to get informal social support from their colleagues or take recourse from grievance mechanisms through HR because they’re isolated and feel less empowered,” he adds. Coping with a toxic culture Dear Reader, When Biden and the Dems get wind of [this video…]( It could get taken down immediately. Please [watch it NOW]( while it’s still available. NOTE: Biden’s recent Executive Order puts YOUR MONEY in serious jeopardy. If you have any money in a bank, 401(k), stocks or any other dollar-based asset… [You MUST watch this immediately.]( I can’t promise how long it will be up… So please do NOT wait on this. This is a MUST-SEE presentation for every American Patriot. It explains – in detail – what Biden is up to… And how YOU can protect yourself, your family and your money. [Click here NOW before Biden gets wind of it.]( Regards, Matt Insley Publisher, Paradigm Press [devider] [Slogan]( You are receiving this e-mail because you have expressed an interest in the Financial Education niche on one of our landing pages or sign-up forms on our website. If you {EMAIL} received this e-mail in error and would like to report spam, simply send an email to abuse@opensourcetrades.com. You’ll receive a response within 24 hours. Email sent by Finance and Investing Traffic, LLC, owner, and operator of Open Source Trades To ensure you keep receiving our emails, be sure to [whitelist us.]( This ad is sent on behalf of Paradigm Press, LLC, at 808 St. Paul Street, Baltimore MD 21202. 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