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Fear of ageing is really a fear of the unknown – and modern society is making things worse

<p><em><a href="https://theconversation.com/profiles/chao-fang-1010933">Chao Fang</a>, <a href="https://theconversation.com/institutions/university-of-liverpool-1198">University of Liverpool</a> and <a href="https://theconversation.com/profiles/alastair-comery-1501915">Alastair Comery</a>, <a href="https://theconversation.com/institutions/university-of-bath-1325">University of Bath</a></em></p> <p>For the first time in human history, we have entered an era in which reaching old age is taken for granted. Unlike in ages past, when living to an older age was a luxury afforded mainly to the privileged, globally around <a href="https://data.worldbank.org/indicator/SP.DYN.TO65.FE.ZS?locations=1W">79% of women</a> and <a href="https://data.worldbank.org/indicator/SP.DYN.TO65.MA.ZS?locations=1W">70% of men</a> can expect to reach the age of 65 and beyond.</p> <p>Despite longer life expectancy, many people in the contemporary west see growing old as undesirable and <a href="https://www.theguardian.com/science/2023/apr/02/ageing-and-the-mortality-alarm-i-started-panicking-about-future-me">even scary</a>. Research shows, however, that anxiety about ageing may in fact be <a href="https://journals.sagepub.com/doi/abs/10.1177/0164027500225004">fear of the unknown</a>.</p> <p>Society’s <a href="https://www.psychologytoday.com/intl/articles/199409/learning-love-growing-old">focus on youthfulness</a> and <a href="https://www.apa.org/ed/precollege/psychology-teacher-network/introductory-psychology/ableism-negative-reactions-disability">capability</a> can cause anxiety about becoming weak and unwanted. Adverts for anti-ageing products <a href="https://theconversation.com/how-20th-century-rejuvenation-techniques-gave-rise-to-the-modern-anti-ageing-industry-133569">are everywhere</a>, reinforcing the idea that growing older is inherently unattractive.</p> <p>Some people fear ageing so much that it becomes a pathological condition <a href="https://mind.help/topic/gerascophobia/">called gerascophobia</a>, leading to irrational thoughts and behaviour, for example, a fixation on health, illness and mortality and a preoccupation with hiding the signs of ageing.</p> <p>We frequently hear about attempts to reverse ageing, often by the super rich. For example, <a href="https://fortune.com/well/2023/01/26/bryan-johnson-extreme-anti-aging/">Bryan Johnson</a>, a 45-year-old American entrepreneur, is spending millions of dollars a year to obtain the physical age of 18.</p> <p>While the desire to reverse ageing is not a new phenomenon, advancements in biomedicine have brought it closer.</p> <p>Work published by genetics professor <a href="https://lifespanbook.com/">David Sinclair</a> at Harvard University in 2019 suggests that it may be possible to challenge the limits of cell reproduction to extend our lifespan, for example. His <a href="https://www.nature.com/articles/s43587-023-00527-6">information theory of ageing</a> argues that <a href="https://epigeneticsandchromatin.biomedcentral.com/articles/10.1186/1756-8935-6-3">reprogramming DNA</a> can improve damaged and old tissues, and delay or even reverse ageing. However, these new possibilities can also heighten our fear of ageing.</p> <h2>From the unproductive to undervalued</h2> <p>People haven’t always dreaded growing older. In many societies, older people used to be widely regarded as wise and important – and in some they still are.</p> <p>In ancient China, there was a <a href="https://www.jstor.org/stable/605890">culture</a> of respecting and seeking advice from older family members. There is still an ethos of <a href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC6363941/">filial piety</a> (showing reverence and care for elders and ancestors) today, even if it’s not as pronounced as it used to be. The same went for <a href="https://www.cambridge.org/core/journals/ageing-and-society/article/abs/old-age-in-the-dark-ages-the-status-of-old-age-during-the-early-middle-ages/3699DC4100DE852BDA1E1B3BBF33DDBC">medieval Europe</a>, where older people’s experiences and wisdom were highly valued.</p> <p>However, the industrial revolution in the west from the 18th century led to a cultural shift where older people <a href="https://link.springer.com/article/10.1023/A:1014358415896">became excluded from society</a> and were considered unproductive. People who had surpassed the age to work, alongside those with incurable diseases, were regarded by society as <a href="https://www.tandfonline.com/doi/abs/10.1080/13607860903228762">“evils”</a> in need of assistance.</p> <p>The treatment of older people has taken a different form since the early 20th century. The introduction of <a href="https://www.nytimes.com/2018/12/30/business/retirement/why-the-world-needs-to-rethink-retirement.html">universal pension systems</a> made ageing a central concern in welfare systems. But as the demands for social and health care have increased, journalists increasingly portray ageing as a <a href="https://www.ageuk.org.uk/latest-news/archive/older-people-feel-a-burden-to-society/">burden</a> on society.</p> <p>Consequently, growing older is often associated with managing the risk of ill health and alleviating the onus of care from younger relatives. This can result in the <a href="https://utpjournals.press/doi/abs/10.3138/utq.90.2.09">institutionalisation</a> of older people in residential facilities that keep them hidden, sequestered from the awareness of younger generations.</p> <p><a href="https://journals.sagepub.com/doi/abs/10.1177/0164027500225004">Research</a> analysing the responses of 1,200 US adults from the American Association of Retired Persons’ Images of Ageing survey shows that much of the perceived fear of ageing is closely aligned with the fear of the unknown, rather than the ageing process itself. This fear is only exacerbated by the largely separate lives lived by older and younger generations.</p> <p>The prevalence of nuclear families and the decline of <a href="https://www.cpc.ac.uk/docs/BP45_UnAffordable_housing_and_the_residential_separation_of_age_groups.pdf">traditional mixed-generational communities</a> have deprived younger people of the opportunity to more fully understand the experiences of older people. Plus, the rapid increase in <a href="https://news.sky.com/story/why-its-more-difficult-for-young-people-to-buy-a-house-now-than-it-was-fifty-years-ago-12537254">house prices</a> means many young people cannot afford to live near their older relatives.</p> <p>The separation of older people from children and young people has sparked generational conflicts that seemingly continue to <a href="https://www.economist.com/britain/2017/05/04/britains-generational-divide-has-never-been-wider">grow wider than ever</a>. Older people are frequently portrayed in the media as conservative and privileged, <a href="https://www.theguardian.com/commentisfree/2020/jan/12/old-young-gap-britain-generation-dysfunctional-family">making it difficult</a> for younger generations to comprehend why older people act and think the way they do.</p> <h2>Intergenerational interactions</h2> <p>Academics suggest that creating <a href="https://www.frontiersin.org/articles/10.3389/fpubh.2022.996520/full">a system</a> for older and younger generations to interact in everyday settings is vital.</p> <p>A set of three <a href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5031197/#bjso12146-bib-0004">UK-based studies</a> in 2016 analysed and compared the effects of direct contact, extended contact and interactions between younger (aged 17 to 30) and older people (65 and over). The findings indicated that good quality direct intergenerational contact can improve young people’s attitudes towards older adults (especially when sustained over time).</p> <p>Intergenerational programmes have been adopted globally, including mixed and <a href="https://www.cohousing.org/multigenerational-cohousing/">intergenerational housing</a>, <a href="https://www.nurseryinbelong.org.uk/intergenerational-choir-hits-high-note-at-belong-chester/">community choirs</a> and <a href="https://www.shareable.net/how-sharing-can-bring-japans-elderly-and-youth-together/">senior volunteers reading to young children in nurseries</a>.</p> <p><a href="https://link.springer.com/article/10.1007/s10433-018-00497-4">Studies show</a> that these activities can not only enhance the wellbeing of older people but also help younger people gain an appreciation of ageing as a valuable and fulfilling life stage.</p> <p>Getting worried about growing older is normal, just as we experience anxieties in other stages of life, such as adolescence and marriage. But here’s the thing – instead of seeing ageing as a looming figure, it is important to realise it is just a part of life.</p> <p>Once we understand ageing as a regular experience, <a href="https://www.psychologytoday.com/gb/blog/changepower/202106/do-you-have-fogo-taming-the-fear-getting-old">we can let go</a> of these worries and approach the journey through different life stages with a positive attitude and a fortified will to enrich our lives and the lives of those around us.<!-- Below is The Conversation's page counter tag. Please DO NOT REMOVE. --><img style="border: none !important; box-shadow: none !important; margin: 0 !important; max-height: 1px !important; max-width: 1px !important; min-height: 1px !important; min-width: 1px !important; opacity: 0 !important; outline: none !important; padding: 0 !important;" src="https://counter.theconversation.com/content/220925/count.gif?distributor=republish-lightbox-basic" alt="The Conversation" width="1" height="1" /><!-- End of code. If you don't see any code above, please get new code from the Advanced tab after you click the republish button. The page counter does not collect any personal data. More info: https://theconversation.com/republishing-guidelines --></p> <p><a href="https://theconversation.com/profiles/chao-fang-1010933"><em>Chao Fang</em></a><em>, Lecturer in Sociology, Deputy Director of the Centre for Ageing and the Life Course, <a href="https://theconversation.com/institutions/university-of-liverpool-1198">University of Liverpool</a> and <a href="https://theconversation.com/profiles/alastair-comery-1501915">Alastair Comery</a>, PhD Candidate, Sociology, Centre for Death and Society, <a href="https://theconversation.com/institutions/university-of-bath-1325">University of Bath</a></em></p> <p><em>Image credits: Getty Images </em></p> <p><em>This article is republished from <a href="https://theconversation.com">The Conversation</a> under a Creative Commons license. Read the <a href="https://theconversation.com/fear-of-ageing-is-really-a-fear-of-the-unknown-and-modern-society-is-making-things-worse-220925">original article</a>.</em></p>

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Modern prime ministers have typically left parliament soon after defeat. So why doesn’t Scott Morrison?

<p><em><a href="https://theconversation.com/profiles/paul-strangio-1232">Paul Strangio</a>, <a href="https://theconversation.com/institutions/monash-university-1065">Monash University</a></em></p> <p>With each passing month, Scott Morrison is developing into a post-prime-ministership peculiarity. Well over a year since voters cast him from power, he remains limpet-like in the House of Representatives, defying speculation that he is ready to quit parliament and trigger a byelection in his New South Wales seat of Cook. Hanging around on the backbench is generally not the way of ousted national leaders in the modern political era.</p> <p>It is true that in bygone times former prime ministers did not scurry to leave parliament after losing office. The most spectacular example is Australia’s leader during the first world war, William Morris Hughes. Bumped from office in 1923, the “Little Digger”, as he was known, remained in the House for another three decades, relentlessly scheming for power. Only death in 1952 brought closure to his parliamentary career.</p> <p>Since the 1980s, however, the habit of former PMs has been to hastily abandon politics once the mantle of office has slipped their grasp. Malcolm Fraser established this modern pattern, triggering a byelection in his seat of Wannon two months after his Coalition government was defeated by the Bob Hawke-led Labor Party in March 1983.</p> <p>From that time there have been few exceptions to this norm. Deposed from office by Paul Keating in December 1991, Hawke was out of the parliament by February 1992, with his seat of Wills won by the independent, Phil Cleary. Keating, too, followed the trend. After his Labor government lost power to the John Howard-led Coalition in March 1996, Keating resigned from the House the following month.</p> <p>For Howard, the decision was taken out of his hands, as voters not only finished his prime ministership in November 2007 but terminated his more than three decades as the member for Bennelong.</p> <p>Howard’s slayer, Kevin Rudd, did buck the trend after he was overthrown by caucus colleagues in June 2010. Convinced of the righteousness of his resurrection and thirsting to avenge his usurper, Julia Gillard, he stayed on for another parliamentary term, wresting the prime ministership back in June 2013. However, when electors put an end to his second government three months later, Rudd swiftly exited politics. Meanwhile, Gillard had resigned as the member for Lalor only weeks after being dethroned by Rudd.</p> <p>Prone to eccentricity, Tony Abbott is the clearest exception to the rule of modern ex-PMs not dallying in parliament once their reign is over. Deposed by Malcolm Turnbull in September 2015, less than two years after becoming prime minister, Abbott lingered mostly aimlessly on the backbench for the rest of that term and the next. Recontesting his seat of Warringah again at the May 2019 election, he lost to the independent, Zali Steggall.</p> <p>In contrast to Abbott, Turnbull left parliament with almost unseemly haste once he was unseated from power. After being dumped from the leadership in favour of Morrison in August 2018, he tendered his resignation as the member for Wentworth within a week. In the ensuing byelection, his seat too went to an independent, Kerryn Phelps.</p> <p>How do we explain the modern pattern of former prime ministers sprinting to the exit door once their time in office is over?</p> <p>In earlier times, there was a role for ex-leaders as elder statesmen in parliament. The best example is the Great Depression-era PM, Labor’s James Scullin. Despite failing health, he remained in the House for nearly another two decades and served as a trusted confidant to John Curtin throughout the harrying days of the second world war.</p> <p>Modern former prime ministers can be a source of counsel to their successors, offering advice both welcome and unwelcome. But there is no appetite among colleagues for them to hang around in parliament fulfilling that function. The media are quick to portray them as an unhelpful distraction or curiosity, while opponents point-score off them. Better they are out of the way.</p> <p>Another reason modern former leaders are impatient to move on is that, with extended lifespans and expanded opportunities post-office (for example, book-writing deals, lecture circuits, ambassadorships, business ventures, NGO and think-tank appointments), ex-PMs can now enjoy a second wind once out of parliament in a way that was not so open to earlier predecessors. Politics is now less of a lifetime vocation.</p> <p>Why, then, is Morrison clinging on? We can discount his declarations that he is relishing being the member for Cook. Being a humble backbencher visits daily humiliation on him. Indeed, Morrison’s post-prime ministership has been most notable for his reputation being tarnished by revelations of his bizarre commandeering of several portfolios while PM, and by the adverse findings against him by the Robodebt Royal Commission.</p> <p>These scandals have undoubtedly complicated an early departure for Morrison because, in going, he would be seen to be retreating in disgrace. He needs time and space from the scandals for the semblance of a dignified escape. The opportunities Morrison had hoped for following politics have potentially also thinned because of his sullied reputation.</p> <p>Finally, there is the political calculation surrounding his exit for his party. Stay or go, Morrison is a headache for Opposition Leader Peter Dutton. As long as the scandal-ravaged Morrison hangs around, he is damaging the Liberal brand.</p> <p>Yet a byelection in his electorate is also unwelcome. Though Cook is very safe on paper, the history of the seats of three former PMs going to independents over the past 30 years is intriguing and not to be lightly dismissed.<!-- Below is The Conversation's page counter tag. Please DO NOT REMOVE. --><img style="border: none !important; box-shadow: none !important; margin: 0 !important; max-height: 1px !important; max-width: 1px !important; min-height: 1px !important; min-width: 1px !important; opacity: 0 !important; outline: none !important; padding: 0 !important;" src="https://counter.theconversation.com/content/212544/count.gif?distributor=republish-lightbox-basic" alt="The Conversation" width="1" height="1" /><!-- End of code. If you don't see any code above, please get new code from the Advanced tab after you click the republish button. The page counter does not collect any personal data. More info: https://theconversation.com/republishing-guidelines --></p> <p><em><a href="https://theconversation.com/profiles/paul-strangio-1232">Paul Strangio</a>, Professor of Politics, <a href="https://theconversation.com/institutions/monash-university-1065">Monash University</a></em></p> <p><em>Image credits: Getty Images</em></p> <p><em>This article is republished from <a href="https://theconversation.com">The Conversation</a> under a Creative Commons license. Read the <a href="https://theconversation.com/modern-prime-ministers-have-typically-left-parliament-soon-after-defeat-so-why-doesnt-scott-morrison-212544">original article</a>.</em></p>

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6 modern-classic movies everyone needs to see

<p>There's never a bad time to dive back into the archives and watch some good movies.</p> <p>With that in mind, here we’ve rounded up six essential modern-classic movies from the past 15 years that everyone needs to see. Scroll through the gallery above for images. </p> <p><strong>1. <em>Donnie Darko </em>(2001)</strong></p> <p>Jake Gyllenhaal plays a troubled teen that is tormented by visions of the future and a disturbing-looking bunny. <em>Donnie Darko</em> has become a cult classic, as it captured the angst of the youth who at the time the movie was in theatres were coping with the confusion of a post-9/11 world.</p> <p><strong>2. <em>Bowling For Columbine </em>(2002)</strong></p> <p>Michael Moore's fourth feature film, which won an Oscar for best documentary, might be his best. The controversial director uses the events of the Columbine High School massacre to address the US' addiction to guns. Sadly, years later the issues explored in this movie are still relevant.</p> <p><strong>3. Ratatouille (2007)</strong></p> <p><em>Ratatouille </em>tells a compelling story through animation that isn't just for kids. Set in the posh Paris cooking world, Ratatouille follows a rat who fancies himself a chef. The movie could have been a disaster, but instead it showed that stories with lots of layers could be told well through cartoons and computer graphics.</p> <p><strong>4. <em>There Will Be Blood </em>(2007)</strong></p> <p>Paul Thomas Anderson delivers a film that is epic in so many ways, including its story, its music, and its photography. Daniel Day-Lewis delivers a performance that withstands the test of time as a maniacal oil baron.</p> <p><strong>5. <em>Zodiac </em>(2007)</strong></p> <p>David Fincher, who is known for his attraction to dark material, was perfect for bringing the story of the Zodiac Killer to the big screen.</p> <p>Jake Gyllenhaal plays a cartoonist for a newspaper who becomes obsessed with the case and takes over the detective work when the cops dry up on leads. Perhaps the best trick Fincher pulls off is building constant suspense so that, by the end, anyone could be the Zodiac. </p> <p><strong>6. <em>WALL-E </em>(2008)</strong></p> <p>Arguably Pixar's greatest work, <em>WALL-E </em>explores so many different issues that you can watch it a dozen times and enjoy focusing on each one.</p> <p>From a love story to commentaries on obesity and climate change, the movie is much more than the mere travels of a lovable robot (but that part is great, too). </p> <p><em>Written by Jason Guerrasio. First appeared on <strong><span style="text-decoration: underline;"><a href="../%20http:/www.stuff.co.nz/" target="_blank" rel="noopener">Stuff.co.nz.</a></span></strong></em></p> <p><em>Images: Getty</em></p>

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MP proposes schools remain open until night-time

<p>A NSW Liberal MP has proposed that Australian schools should remain open until 6pm to better accommodate “modern employment”.</p> <p>During his maiden speech to parliament, Member for Ryde Jordan Lane said that "local schools should become hubs for after-school activity”, where the government guarantees that a child can remain on school campuses after 3pm.</p> <p>"It affords parents flexibility, while at the same time making school a place for extracurricular excellence," he said.</p> <p>"By engaging providers and community organisations, we avoid overworking our tirelessly hardworking teachers but expose more children to rounded experiences, such as coding classes, culture and language, art, dance, music and sport.</p> <p>"I care deeply about the academic results that our students are able to achieve, and about ensuring they can compete on a global stage, but I care even more that our education system helps us to create a new generation of Australians with the content of character we need to be successful as a country.”</p> <p>The move could lead to an extra year of education as a result of the extended hours of teaching, Lane added.</p> <p>"Greater flexibility for parents, a productivity and employment boost to the state, financial relief from the high cost of child care and an injection of hope for potential but reluctant parents who, like me, struggle to rationalise how to afford, in terms of both time and money, children, a home and equal employability between partners," he said.</p> <p><em>Image credit: Getty / Instagram</em></p>

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Music and mental health: the parallels between Victorian asylum treatments and modern social prescribing

<p>Music has a powerful effect on the listener. It is linked to <a href="https://www.nature.com/articles/s41398-021-01483-8">better mental health</a>, and it has been shown to <a href="https://journals.sagepub.com/doi/abs/10.1177/0305735617703811?journalCode=poma">alleviate loneliness, pain, anxiety and depression</a>. </p> <p>For this reason, it is increasingly being prescribed by doctors as a form of medicine. This practice – where patients are referred to various activities such as running groups, art classes and choirs – is known as <a href="https://www.england.nhs.uk/personalisedcare/social-prescribing/">social prescribing</a>.</p> <p>Music-based activities may be prescribed to <a href="https://link.springer.com/article/10.1186/s13612-016-0048-0">help support</a> patients’ <a href="https://www.tandfonline.com/doi/abs/10.1080/08098131.2018.1432676">mental health</a>, <a href="https://link.springer.com/chapter/10.1007/978-3-319-76240-1_9">combat isolation</a>, encourage <a href="https://www.tandfonline.com/doi/full/10.1080/17482631.2020.1732526">physical activity</a>, and <a href="https://www.frontiersin.org/articles/10.3389/fnagi.2021.693791/full">keep an active brain</a>.</p> <p>While social prescribing is a relatively new practice, the use of music as a therapeutic tool is not. The first widespread use of music as a therapeutic tool can be traced back to the 19th century, where it was used in Victorian asylums to support patients’ treatment. </p> <h2>Music in asylums</h2> <p>Victorian asylums are usually associated with poor sanitation, overcrowding, <a href="https://www.tandfonline.com/doi/abs/10.1179/0308018813Z.00000000063">danger</a> and patients held against their will. Indeed, the Victorians had little understanding of mental illness and the brain, which meant <a href="https://journals.sagepub.com/doi/10.1177/030802269005301009">many treatments </a>considered barbaric today were used on patients – including bleeding, leeching, shaving the head and bathing in ice.</p> <p>From the end of the 18th century, however, practitioners moved away from the worst types of physical restraint. A new practice emerged, known as “<a href="https://www.sciencemuseum.org.uk/objects-and-stories/medicine/victorian-mental-asylum#:%7E:text=The%20Victorian%20mental%20asylum%20has,humane%20attitude%20towards%20mental%20healthcare.">moral management</a>”, which placed a focus on using employment, diet, surroundings and recreational activities as <a href="https://historicengland.org.uk/research/inclusive-heritage/disability-history/1832-1914/daily-life-in-the-asylum/">forms of therapy</a>.</p> <p>When state-run asylums were first introduced in Britain in the <a href="https://www.bloomsbury.com/uk/cure-comfort-and-safe-custody-9780718500948/">early 19th century</a>, music soon became included as a <a href="https://link.springer.com/book/10.1007/978-3-030-78525-3">form of moral management</a> to distract patients outside of working hours and keep them occupied. Both music and dance were efficient ways of entertaining large numbers of patients. </p> <p>By the middle of the 19th century, almost all the larger asylums in the UK had their own band and would often organise dances, attended by over a hundred patients. Asylums also hosted concerts by travelling performers, from comic sketches to solo singers and amateur choirs. Dances and concerts were usually the only opportunities for patients to meet in a large group, providing important social interaction.</p> <p>Among the <a href="https://www.cambridge.org/core/journals/royal-musical-association-research-chronicle/article/music-as-therapy-for-the-exceptionally-wealthy-at-the-nineteenthcentury-ticehurst-asylum/CBB82DA05DAB7A9D47636BCE2DF9DBB7">smaller asylums</a>, chiefly catering for wealthier patients, patients had more options to create music as part of their treatment. They would often bring instruments with them. And small concerts put on by patients and staff were common.</p> <h2>The benefits of music</h2> <p>Much of the therapeutic value of music was attached to its social function. Accounts suggest that patients benefited from the anticipation of these social engagements and that events were used to reward good behaviour. Music was also used to break up the monotony of asylum life.</p> <p>For example, <a href="https://link.springer.com/chapter/10.1007/978-3-030-78525-3_11">at one private asylum</a>, Dr Alfred Wood, wrote, "These entertainments involved a great amount of trouble in their preparation and arrangement and, I may add, considerable expense; but they are invaluable as a relief to the monotony of life in an Asylum. The pleasure they afford as well in anticipation as in reality, is ample to compensate for the efforts made to present them …"</p> <p>Dances, in particular, offered exercise and enjoyment, and even patients who were unable to dance enjoyed the music and watching fellow patients. </p> <p>Musical events also carried strict expectations of behaviour. Patients needed a good deal of self-control to participate and behave appropriately. It was this process of conforming to expectations that formed an important part of rehabilitation. William A.F. Browne, one of the most noteworthy asylum doctors of the era, wrote in 1841 about the <a href="https://wellcomecollection.org/works/dkxnvx35/items?canvas=91">self-control</a> needed before, during and after amusements. </p> <p>Others suggested that music would help <a href="https://wellcomecollection.org/works/vmmq4wv8/items?canvas=216">remind patients of happier days</a> and give them hope and pleasure during their treatment. Browne also cited the “powers of music to soothe, enliven, rouse, or melt”. He suggested that even difficult patients may benefit from music, <a href="https://wellcomecollection.org/works/far6jdph/items?canvas=26">writing</a>: “There is or may be a hidden life within him which may be reached by harmony.”</p> <p>The writer James Webster <a href="https://www.bmj.com/content/s1-5/114/197.2">recorded in 1842</a> that: “In many, the effect produced by the music upon their countenances and behaviour was often quite apparent.” Records include many stories of patients seemingly cured by music. </p> <p>Webster cites the example of a young girl, previously “morose” and “stupefied”, who under the influence of music, seemed “pleased” and “cheerful” – appearing “altogether a changed creature”. Browne also wrote in one of his books of the <a href="https://wellcomecollection.org/works/far6jdph/items?canvas=26">miraculous effect</a> music had on one patient who awoke, cured, the morning after listening to a performance of Scottish traditional melodies. </p> <h2>Music as treatment</h2> <p>In the 1890s, many doctors carried out experiments on the relationship between music and mental illness. Herbert Hayes Newington, medical superintendent of one of the era’s most prestigious asylums, used music to diagnose patients and <a href="https://www.cambridge.org/core/journals/journal-of-mental-science/article/abs/some-mental-aspects-of-music/A87C190163A86070D4445A830E656557">help develop theories</a> on how the brain works. Reverend Frederick Kill Harford, who campaigned to provide music in public hospitals during the early 1890s, believed music could <a href="https://www.bmj.com/content/2/1603/667">treat depression</a>, alleviate physical pain and help with sleep. </p> <p>Although music remained in asylums as a form of <a href="https://theconversation.com/what-life-was-like-in-mental-hospitals-in-the-early-20th-century-119949">therapy</a>, interest in it as a large-scale treatment waned as innovations such as <a href="https://ajp.psychiatryonline.org/doi/10.1176/appi.ajp-rj.2020.160103">electroconvulsive therapy</a> emerged in the 20th century.</p> <p>For patients in Victorian asylums, therefore, music was an important part of mental health treatment – not only providing an opportunity for creative engagement but also fulfilling a range of social, emotional and intellectual needs. Given what we know now about the <a href="https://www.nature.com/articles/s41398-021-01483-8">benefit of music on mental health</a>, it’s no wonder doctors are making use of it again.</p> <p><em>Image credits: Getty Images</em></p> <p><em>This article originally appeared on <a href="https://theconversation.com/music-and-mental-health-the-parallels-between-victorian-asylum-treatments-and-modern-social-prescribing-200576" target="_blank" rel="noopener">The Conversation</a>. </em></p>

Music

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"We're offering plenty": Kiwis targeted for job no Aussies want

<p>A Perth mining company has resorted to looking for workers from New Zealand after Aussies have continued to turn down roles that offer up to an enticing $300,000 salary per year – and that's for roughly six months of work in any standard 12 months.</p> <p>As a result, Mineral Resources has launched a brand new advertising campaign, geared up to attract Kiwi tradies, guaranteeing “a great pay packet”.</p> <p>“We’re offering plenty,” Mineral Resources CEO Mike Grey told NZ programme AM.</p> <p>“The incentives are amazing, and I have no doubt that our salaries double [New Zealand salaries]; in some examples, they triple.”</p> <blockquote class="instagram-media" style="background: #FFF; border: 0; border-radius: 3px; box-shadow: 0 0 1px 0 rgba(0,0,0,0.5),0 1px 10px 0 rgba(0,0,0,0.15); margin: 1px; max-width: 540px; min-width: 326px; padding: 0; width: calc(100% - 2px);" data-instgrm-captioned="" data-instgrm-permalink="https://www.instagram.com/reel/ClX7JZZv16i/?utm_source=ig_embed&amp;utm_campaign=loading" data-instgrm-version="14"> <div style="padding: 16px;"> <div style="display: flex; flex-direction: row; align-items: center;"> <div style="background-color: #f4f4f4; border-radius: 50%; flex-grow: 0; height: 40px; margin-right: 14px; width: 40px;"> </div> <div style="display: flex; flex-direction: column; flex-grow: 1; justify-content: center;"> <div style="background-color: #f4f4f4; border-radius: 4px; flex-grow: 0; height: 14px; margin-bottom: 6px; width: 100px;"> </div> <div style="background-color: #f4f4f4; border-radius: 4px; flex-grow: 0; height: 14px; width: 60px;"> </div> </div> </div> <div style="padding: 19% 0;"> </div> <div style="display: block; height: 50px; margin: 0 auto 12px; width: 50px;"> </div> <div style="padding-top: 8px;"> <div style="color: #3897f0; font-family: Arial,sans-serif; font-size: 14px; font-style: normal; font-weight: 550; line-height: 18px;">View this post on Instagram</div> </div> <div style="padding: 12.5% 0;"> </div> <div style="display: flex; flex-direction: row; margin-bottom: 14px; align-items: center;"> <div> <div style="background-color: #f4f4f4; border-radius: 50%; height: 12.5px; width: 12.5px; transform: translateX(0px) translateY(7px);"> </div> <div style="background-color: #f4f4f4; height: 12.5px; transform: rotate(-45deg) translateX(3px) translateY(1px); width: 12.5px; flex-grow: 0; margin-right: 14px; margin-left: 2px;"> </div> <div style="background-color: #f4f4f4; border-radius: 50%; height: 12.5px; width: 12.5px; transform: translateX(9px) translateY(-18px);"> </div> </div> <div style="margin-left: 8px;"> <div style="background-color: #f4f4f4; border-radius: 50%; flex-grow: 0; height: 20px; width: 20px;"> </div> <div style="width: 0; height: 0; border-top: 2px solid transparent; border-left: 6px solid #f4f4f4; border-bottom: 2px solid transparent; transform: translateX(16px) translateY(-4px) rotate(30deg);"> </div> </div> <div style="margin-left: auto;"> <div style="width: 0px; border-top: 8px solid #F4F4F4; border-right: 8px solid transparent; transform: translateY(16px);"> </div> <div style="background-color: #f4f4f4; flex-grow: 0; height: 12px; width: 16px; transform: translateY(-4px);"> </div> <div style="width: 0; height: 0; border-top: 8px solid #F4F4F4; border-left: 8px solid transparent; transform: translateY(-4px) translateX(8px);"> </div> </div> </div> <div style="display: flex; flex-direction: column; flex-grow: 1; justify-content: center; margin-bottom: 24px;"> <div style="background-color: #f4f4f4; border-radius: 4px; flex-grow: 0; height: 14px; margin-bottom: 6px; width: 224px;"> </div> <div style="background-color: #f4f4f4; border-radius: 4px; flex-grow: 0; height: 14px; width: 144px;"> </div> </div> <p style="color: #c9c8cd; font-family: Arial,sans-serif; font-size: 14px; line-height: 17px; margin-bottom: 0; margin-top: 8px; overflow: hidden; padding: 8px 0 7px; text-align: center; text-overflow: ellipsis; white-space: nowrap;"><a style="color: #c9c8cd; font-family: Arial,sans-serif; font-size: 14px; font-style: normal; font-weight: normal; line-height: 17px; text-decoration: none;" href="https://www.instagram.com/reel/ClX7JZZv16i/?utm_source=ig_embed&amp;utm_campaign=loading" target="_blank" rel="noopener">A post shared by Mineral Resources (@mineral_resources)</a></p> </div> </blockquote> <p>The mining business is on the hunt for new workers to fill a range of roles including: construction, mining, operations, unskilled labour and administration.</p> <p>The firm is also recruiting higher-paying roles such as mining engineers.</p> <p>One of the highest paying jobs on offer is for construction supervisors and superintendents who can earn up to $300,000 a year.</p> <p>Workers will be required to work on a fly-in, fly-out basis. They would be flying out of New Zealand to work the mines in Perth, with roughly half of the workforce only working for six months per year.</p> <p>It’s not the first time Australian mines have struggled to find workers for highly-paid roles. Earlier in 2022, mining services firm Thiess offered new staff members a $10,000 sign-on bonus and a $5000 bonus for a successful referral.</p> <p><em>Image: Getty</em></p>

Money & Banking

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"A three-storey, luminous birdcage with suspended hanging gardens and an extensive crypt below": Sydney Modern is open at last

<p>The Sydney Modern Project had the odds stacked against it since its inception in 2013. It has surely been the most controversial state gallery extension to be built in Australia. </p> <p><a href="https://www.artgallery.nsw.gov.au/about-us/people/art-gallery-of-nsw-executive/dr-michael-brand/">Michael Brand</a> – a Canberra-born, ANU and Harvard trained art historian with an outstanding museum career in Australia and America – was appointed as director of the Art Gallery of New South Wales in 2012. This was on the retirement of Edmund Capon, who held the post for the preceding 33 years. </p> <p>Brand <a href="https://www.thecultureconcept.com/sydney-modern-designing-an-art-museum-for-the-21st-century">launched</a> the unfunded plan for a new building in 2013, the Tokyo firm SANAA <a href="https://www.smh.com.au/national/nsw/tokyos-sanaa-architects-win-art-gallery-of-nsw-sydney-modern-design-competition-20150527-ghamun.html">won</a> the architectural competition in 2015 and construction commenced in 2019 with a budget of A$344 million. The knives were quickly out for Brand and his project. </p> <p>Some, like Paul Keating, did not like the location and called it a “<a href="https://www.smh.com.au/national/nsw/paul-keating-slams-art-gallery-of-nsw-expansion-as-land-grab-masquerading-as-art-20151124-gl6xuz.html">gigantic spoof</a>”.</p> <p>Others did not like the design; a <a href="https://www.cultureheist.com.au/">book</a> was published by a former gallery employee attacking the project; and the new culture at the gallery. Prominent people in the Sydney art scene lined up to attack the project and the director.</p> <figure></figure> <p>There were some people who simply did not like Brand. He is a reserved, scholarly individual with a brilliant eye, in total contrast with the flamboyant, media savvy Capon. </p> <p>There were faults with the original architectural design and significant modifications were implemented before construction commenced.</p> <p>There were also external circumstances that impacted on the project: the murky world of NSW state government politics, bush fires that shrouded Sydney in smoke, COVID-19. </p> <p>However, Sydney Modern, now that it is open, is a spectacular achievement. The floorspace of the gallery has almost doubled, creating a gallery precinct (Brand prefers to call it a “gallery campus”) with two buildings connected by an art garden. </p> <p>On one side we have the stately neo-classical building that looks like a traditional 19th century art gallery with a series of extensions by Andrew Anderson, on the other side, a new 21st century structure.</p> <h2>A luminous birdcage</h2> <p>The new building may be described as a three-storey, luminous birdcage with suspended hanging gardens and an extensive crypt below. The main architectural concept is that of three limestone-clad, cascading pavilions leading down towards the water with a huge supporting rammed earth wall. </p> <p>Below is the crypt, locally called the “tank”, in recognition of its origins as a fuel storage reservoir secretly and speedily constructed at the start of the second world war to store fuel for Allied shipping. </p> <p>It reminds me of the huge water cisterns in Istanbul constructed by the Byzantines to store water for the city.</p> <p>The tank is presently occupied by Adrián Villar Rojas’ “time-travelling sculptural forms” dramatically lit by constantly changing light sources. The smoke and mirrors display is deliberately disorientating, evoking more of a mood than a visual assessment of the artwork.</p> <p>In the upstairs birdcage, it is very easy to orient yourself and be aware of your location and the various possible exits. In the crypt all is murky and unpredictable as you gradually negotiate the spaces and dodge the pillars and protruding sharp edges of the sculptures.</p> <h2>Indigenous art at the heart</h2> <p>Although there is an emphasis on Indigenous art with the transfer of the Yiribana Gallery from the basement of the old building to the entry gallery of the new one, this is more than simply a symbolic gesture to have Aboriginal and Torres Strait Islander art at the heart of the gallery. </p> <p>Indigenous art is found at all levels of the new building and is integrated into the display of non-Indigenous Australian and international art.</p> <p>One of the highlights for me are the newly commissioned woven metal pieces by Lorraine Connelly-Northey. Her huge metal handbags made from discarded, well-weathered metal sheets from the outback have a stark sense of presence and are laced with wit. </p> <p>Her work looks out onto the most ambitious project, the sprawling art garden by Jonathan Jones scheduled to open mid-2023.</p> <p>Less a deliberate policy and more as part of the process of what Brand describes as selecting the most interesting new art, women artists make up 53% of the 900 exhibitors in the new building. </p> <p>The major thematic groupings, or exhibitions, in the new building are Dreamhome: Stories of art and shelter, Making worlds, Outlaw and Rojas’s The end of imagination in the crypt. These will remain in place for the next six months before there is a new set of exhibitions.</p> <h2>An elegant build</h2> <p>Despite the slings and arrows, Sydney Modern (now known somewhat unimaginatively as the North Building of the Art Gallery of NSW) has come to fruition. </p> <p>Possibly not the most magnificent art gallery in the world, as the NSW premier and his arts minister spruiked at the opening, but an elegant, formidable and very functional new building.</p> <p>Politicians in Australia have always been very good at throwing money at new buildings, the true test will come if this doubling in size of the gallery will be accompanied by a substantial increase to the operating budget of the institution. </p> <p>With new gallery spaces projected for Melbourne, Adelaide and possibly Canberra, funding is required for more than rammed earth, glass, bricks and mortar. Australia does not need a stampede of white elephants.</p> <p><em>Image credits: Getty Images</em></p> <p><em>This article originally appeared on <a href="https://theconversation.com/a-three-storey-luminous-birdcage-with-suspended-hanging-gardens-and-an-extensive-crypt-below-sydney-modern-is-open-at-last-194451" target="_blank" rel="noopener">The Conversation</a>. </em></p>

Art

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Ever wanted to work at Australia Post? Now's your chance

<p>Australia post are gearing up for another busy holiday season as thousands of casual and permanent jobs go up for grabs.</p> <p>Aus Post have revealed they are “actively recruiting” up to 6000 new team members across the country. With no experience necessary, anyone from school-leavers to seniors are being encouraged to apply.</p> <p>“The recruitment drive for permanent and casual team members comes ahead of what’s expected to be another huge cyber sales and Christmas period,” Australia Post said.</p> <p>Top of the recruitment wish list is people who have a forklift, truck or motorcycle licence, but Australia Post said it also urgently needs people in parcel sorting and customer service.</p> <p>“Currently there are vacancies in every state and territory, with morning, afternoon and evening shifts all available – and for many roles, no previous experience is necessary,” it said.</p> <p>Australia Post executive general manager people and culture Susan Davies said the company offers competitive salaries across a wide range of roles.</p> <p>Australia Post has more than 2500 casual positions in parcel and mail processing, as well as more than 780 roles for truck drivers.</p> <p>There are also over 300 positions in customer service and about 200 for forklift drivers.</p> <p>So! If you've ever felt the urge to slam an Australia Post employee in the past, now is the time to put your money where your mouth is and get apply for a position there yourself.</p> <p>All the details are on the Aus Post <a href="https://auspost.com.au/jobs" target="_blank" rel="noopener">website</a>.</p> <p><em>Image: Getty</em></p>

Money & Banking

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Why employers should be hiring over-60s

<p>This age group is loyal, experienced and the fastest growing labour market in Australia, so why aren’t more employers hiring workers in their 50s and 60s? Here’s why they should.</p> <p>There has never been a better time for jobseekers in their 60s to jump back into the workforce, with the government announcing it will chip in $10,000 to business owners who employ workers over the age of 50. The decision to expand the senior employment incentive payment scheme was announced in the 2019 budget.</p> <p>This will see business owners receive $3000 followed by a second $3000 payment if they keep a mature worker in employment for 12 months. A further $2000 will be given to those who keep over-50s employed in the workplace for 18 months until a final payment of $2000 is provided if they employ the person for over two years.</p> <p>Heidi Holmes, managing director of jobs board for jobseekers over-45 <a href="http://adage.com.au/" target="_blank" rel="noopener">Adage.com.au</a>, says mature age workers offer a number of benefits to business owners. “Mature age workers offer a great return on investment for employers as they will reward employers with loyalty, increased productivity and also take less sick days,” she reveals. “Research has shown a mature age worker will stay with an organisation up to 2.5 times longer than a young employee.”</p> <p>Sydney-based retirement coach <a href="http://www.peterblackcoaching.com/" target="_blank" rel="noopener">Peter Black</a> agrees, adding that these workers are motivated to work because they’d like to continue learning and engaging with other people, as well as to boost their retirement savings.</p> <p><strong>A growing talent pool</strong> <br />It’s no secret that Australia’s population is ageing, with the Australian Bureau of Statistics predicting that by 2041 one in five people will be over 65 and seven per cent of the population will be over 80.</p> <p>Ms Holmes says employers can no longer afford to neglect this talent pool as the 45-plus market represents the fastest growing labour market segment in Australia. “Often employers haven’t considered the mature age workforce as a separate talent pool they need to target directly,” she explains.</p> <p>“Unconscious bias against mature age workers may also be playing a part in mature applicants being screened out of the application process. Hiring managers and recruiters need to be educated on the benefits mature age workers bring to the table in order to tackle any negative bias that may exist.”</p> <p>While illegal, age discrimination continues in Australia. The Fair Work Ombudsman welcomed a court ruling in April this year when two Thai restaurants on the Gold Coast were fined nearly $30,000 for telling a worker that he would be terminated on his 65th birthday. The worker had a good employment record at the restaurant over a number of years.</p> <p>Mr Black says age discrimination continues, as does misperceptions about the motivation of mature workers. “Younger managers and human resources professionals don’t appear to value experience. However, companies like Bunnings and the banks are recognising the value of older workers in communicating with front-line customers,” he explains.</p> <p>“Also, a declining pool of total workers due to baby boomers retiring over coming years will necessitate employers to relook mature workers to accommodate their growth needs.”</p> <p>Michael O’Neill, chief executive of consumer lobby group <a href="http://nationalseniors.com.au/" target="_blank" rel="noopener">National Seniors Australia</a>, is another industry representative who has been vocal in encouraging the government and the corporate sector to tackle community attitudes towards workers in their 50s and 60s, as well as promoting workplace flexibility.</p> <p>Currently, older job seekers are unemployed for an average of 71 weeks compared to younger workers with an average of 41 weeks. If there was just a five per cent increase in paid employment of Australians over age 55 it would add $48 billion to the economy a year, according to research by the Human Rights Commission.</p> <p><strong>More support is needed</strong><br />Age Discrimination Commissioner Susan Ryan says the government needs to do more to ensure older Australians will have the same opportunities as everyone else to access paid work. While the staggered $10,000 incentive for employers to hire a person over 50 is encouraging, it doesn’t shift the entrenched cultural attitudes and structural barriers that exclude older workers from the workforce.</p> <p>Training and development of older workers is important if people in their 50s and 60s are to have a chance of either remaining or returning to the workforce. On top of this, employers need to realise the benefits of maintaining their older workers for more years in the job.</p> <p>“This might require workplace flexibility and some retraining,” Commissioner Ryan explains. “Government has a role in supporting a more positive and productive approach to longer working lives.”</p> <p>It’s a win-win for both businesses and those looking for work. Unlike some workers in the younger generations, people over 50 place a higher value on job security and are motivated to perform to the best of their ability. This offers a great return on investment for employers, especially small businesses, who would not only benefit the most from the cash incentive but also from an employee who research shows stays in a job longer.</p> <p><em>Image: Getty Images</em></p>

Money & Banking

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Modern Family star Sarah Hyland says “I do”

<p dir="ltr"><em>Modern Family</em> star Sarah Hyland has finally tied the knot with her fiancé after three years of being engaged. </p> <p dir="ltr">Sarah and Wells Adams said “I do” in front of 150 guests on August 20 at the Sunstone Winery near Santa Barbara, California.</p> <p dir="ltr">Guests included some of the <em>Modern Family</em> cast including Sofia Vergara, Ariel Winter, Nolan Gould and Jesse Tyler Ferguson, who officiated the ceremony.</p> <p dir="ltr">The newlyweds, who have been engaged since 2019, were due to get married in 2020 but due to the pandemic were forced to reschedule their wedding. </p> <p dir="ltr">Wells, who was the bartender on <em>Bachelor in Paradise</em>, even joked that they’d end up at a courthouse if they couldn’t finally have the wedding they wanted. </p> <blockquote class="instagram-media" style="background: #FFF; border: 0; border-radius: 3px; box-shadow: 0 0 1px 0 rgba(0,0,0,0.5),0 1px 10px 0 rgba(0,0,0,0.15); margin: 1px; max-width: 540px; min-width: 326px; padding: 0; width: calc(100% - 2px);" data-instgrm-captioned="" data-instgrm-permalink="https://www.instagram.com/p/Chk03tnPpcd/?utm_source=ig_embed&amp;utm_campaign=loading" data-instgrm-version="14"> <div style="padding: 16px;"> <div style="display: flex; flex-direction: row; align-items: center;"> <div style="background-color: #f4f4f4; border-radius: 50%; flex-grow: 0; height: 40px; margin-right: 14px; width: 40px;"> </div> <div style="display: flex; flex-direction: column; flex-grow: 1; justify-content: center;"> <div style="background-color: #f4f4f4; border-radius: 4px; flex-grow: 0; height: 14px; margin-bottom: 6px; width: 100px;"> </div> <div style="background-color: #f4f4f4; border-radius: 4px; flex-grow: 0; height: 14px; width: 60px;"> </div> </div> </div> <div style="padding: 19% 0;"> </div> <div style="display: block; height: 50px; margin: 0 auto 12px; width: 50px;"> </div> <div style="padding-top: 8px;"> <div style="color: #3897f0; font-family: Arial,sans-serif; font-size: 14px; font-style: normal; font-weight: 550; line-height: 18px;">View this post on Instagram</div> </div> <div style="padding: 12.5% 0;"> </div> <div style="display: flex; flex-direction: row; margin-bottom: 14px; align-items: center;"> <div> <div style="background-color: #f4f4f4; border-radius: 50%; height: 12.5px; width: 12.5px; transform: translateX(0px) translateY(7px);"> </div> <div style="background-color: #f4f4f4; height: 12.5px; transform: rotate(-45deg) translateX(3px) translateY(1px); width: 12.5px; flex-grow: 0; margin-right: 14px; margin-left: 2px;"> </div> <div style="background-color: #f4f4f4; border-radius: 50%; height: 12.5px; width: 12.5px; transform: translateX(9px) translateY(-18px);"> </div> </div> <div style="margin-left: 8px;"> <div style="background-color: #f4f4f4; border-radius: 50%; flex-grow: 0; height: 20px; width: 20px;"> </div> <div style="width: 0; height: 0; border-top: 2px solid transparent; border-left: 6px solid #f4f4f4; border-bottom: 2px solid transparent; transform: translateX(16px) translateY(-4px) rotate(30deg);"> </div> </div> <div style="margin-left: auto;"> <div style="width: 0px; border-top: 8px solid #F4F4F4; border-right: 8px solid transparent; transform: translateY(16px);"> </div> <div style="background-color: #f4f4f4; flex-grow: 0; height: 12px; width: 16px; transform: translateY(-4px);"> </div> <div style="width: 0; height: 0; border-top: 8px solid #F4F4F4; border-left: 8px solid transparent; transform: translateY(-4px) translateX(8px);"> </div> </div> </div> <div style="display: flex; flex-direction: column; flex-grow: 1; justify-content: center; margin-bottom: 24px;"> <div style="background-color: #f4f4f4; border-radius: 4px; flex-grow: 0; height: 14px; margin-bottom: 6px; width: 224px;"> </div> <div style="background-color: #f4f4f4; border-radius: 4px; flex-grow: 0; height: 14px; width: 144px;"> </div> </div> <p style="color: #c9c8cd; font-family: Arial,sans-serif; font-size: 14px; line-height: 17px; margin-bottom: 0; margin-top: 8px; overflow: hidden; padding: 8px 0 7px; text-align: center; text-overflow: ellipsis; white-space: nowrap;"><a style="color: #c9c8cd; font-family: Arial,sans-serif; font-size: 14px; font-style: normal; font-weight: normal; line-height: 17px; text-decoration: none;" href="https://www.instagram.com/p/Chk03tnPpcd/?utm_source=ig_embed&amp;utm_campaign=loading" target="_blank" rel="noopener">A post shared by Sarah Hyland (@sarahhyland)</a></p> </div> </blockquote> <p dir="ltr">“We were supposed to get married obviously last year, that didn't happen,” he previously told People.</p> <p dir="ltr">“We were supposed to get married this year, that didn't happen.</p> <p dir="ltr">“So now we are hoping next year, or we're gonna go to Vegas, or the courthouse, I don't know - well, we're not going to do those last two things, but I don't know. 2022 has got to be our year, right?!' </p> <p dir="ltr">Back in July, Sarah said that she didn’t expect married life to be any different.</p> <p dir="ltr">“I don't think a lot is going to change,” she said. </p> <p dir="ltr">“We are practical. We own a house together. We have our dogs together, and we've been celebrating this journey of life supporting one another for almost five years now.”</p> <p dir="ltr"><em>Images: Instagram/Twitter</em></p>

Relationships

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How we invented ‘unemployment’ and why we’re outgrowing it

<p>When Labor leader Anthony Albanese couldn’t quote Australia’s unemployment rate in the first week of the election campaign, many said it didn’t matter: the Australian Bureau of Statistics figure was “<a href="https://www.theage.com.au/national/victoria/employing-the-numbers-when-the-official-rate-is-rendered-meaningless-20220412-p5acyv.html" target="_blank" rel="noopener">meaningless</a>”; “<a href="https://nitter.net/headshaker2/status/1513344714640003073#m" target="_blank" rel="noopener">fudged</a>”; “<a href="https://headtopics.com/au/i-m-not-sure-what-it-is-albanese-stumbles-on-unemployment-rate-and-cash-rate-25505788" target="_blank" rel="noopener">manipulated</a>”; and didn’t count <a href="https://twitter.com/antipovertycent/status/1483973901252456454" target="_blank" rel="noopener">all those who had registered for JobSeeker</a>.</p> <p>The truth is the official measure of unemployment does what it says on the box. It counts those without any work who are available to work and looking for work.</p> <p>The result of an astonishingly large survey of <a href="https://theconversation.com/forget-the-election-gaffes-australias-unemployment-rate-is-good-news-and-set-to-get-even-better-by-polling-day-181141" target="_blank" rel="noopener">26,000 households</a> covering 50,000 people each month, there’s little reason to question its accuracy.</p> <p>But there are good reasons to question why the bureau does it in the way it does.</p> <div data-id="17"> </div> <p>“Unemployment” as we have come to understand it is a fairly new concept.</p> <p>As I outline in my book, <a href="https://www.bloomsbury.com/uk/inventing-unemployment-9781509952717/" target="_blank" rel="noopener">Inventing Unemployment</a>, before the second world war censuses tended to divide the population differently – into breadwinners and dependants.</p> <p>A breadwinner who wasn’t employed would be recorded as a breadwinner rather than unemployed (with their usual occupation noted).</p> <p>That’s probably because until the 20th century, irregular work was the norm.</p> <p>Late-19th-century Sydney had no extensive manufacturing. Work such as wool washing, tanning, meat preserving and loading sea cargo was seasonal and tied to <a href="https://www.jstor.org/stable/10.5263/labourhistory.108.0071" target="_blank" rel="noopener">rural rhythms</a>.</p> <p>Even in more stable occupations, many workers were little more than or sub-contractors or day labourers, their work intermittent.</p> <h2>Unemployment as we know it</h2> <p>The 1947 census introduced three distinct categories: employed, “unemployed” and “not in the labour force”. To be “unemployed” you had to describe yourself as willing and able to work, but without work.</p> <p>Carried into the quarterly labour force surveys which started in the 1960s and continue monthly to this day, the change enabled the creation of an <a href="https://www.rba.gov.au/education/resources/explainers/unemployment-its-measurement-and-types.html" target="_blank" rel="noopener">unemployment rate</a>, which is the number of unemployed divided by the total of the number of employed and unemployed, which is called the “labour force”.</p> <p>The categorisation made more sense by then as work was becoming full-time and ongoing. Being “unemployed” (workless but in the workforce) had come to be seen as unusual and worthy of government support. The Curtin Labor government introduced <a href="https://www.aph.gov.au/About_Parliament/Parliamentary_Departments/Parliamentary_Library/FlagPost/2019/August/Creating-unemployment-benefits" target="_blank" rel="noopener">unemployment benefits</a> in 1945.</p> <p>The changes were in line with International Labour Organisation recommendations which themselves followed changes in the United States which in 1937 had asked all non-workers who’d expressed a desire to work whether they were able to work and were actively seeking work.</p> <p>The context was United States President Franklin D Roosevelt’s determination to fight unemployment through job creation schemes. The advantage of the new measures was that they gave a measure of immediate unmet demand for work.</p> <p>Excluding both those who were unwilling to work at present and those who had any work at all yielded a measure of the minimum number of jobs needed. Policy drove the definition rather than the other way around.</p> <h2>Messy by design</h2> <p>But the definitions were messy. Labour markets confound easy distinctions between working and not working, and there’s no particular degree of desire for work that clearly distinguishes the “unemployed” from “not in the labour force”.</p> <p>Looking back, what was exceptional about the post-war decades is that most of the time the new definitions were easy to apply. If you were in work, the chances were you were in full-time work; if you weren’t in full-time work the chances were you weren’t working at all, and that you were either wanting work or none.</p> <p>And the idea of the “labour force” summed up fairly stable social categories: men who entered at 15 years and were expected to work or look for work for 50 years, and women who also entered in their mid-teens only to permanently withdraw upon marriage or childbirth.</p> <p>Not now. As social researcher <a href="https://www.radstats.org.uk/no088/Threlfall88.pdf" target="_blank" rel="noopener">Monica Threlfall</a> points out, whereas once the labour force was an identifiable category,</p> <blockquote> <p>today it is more like an unbounded space that a variety of people of different ages enter, leave and re-enter at a variety of rates.</p> </blockquote> <p>When the headline monthly unemployment rate changes, what has moved is often not the numerator – the number of unemployed – but the shape-shifting denominator, which depends on whether people define themselves as looking and available for paid work at the particular time they are asked.</p> <p>And the main questions don’t pick up underemployment. Australia has one of the largest part-time work forces in the OECD, which is why the Bureau of Statistics also asks workers whether they would like more hours, and reports the answers alongside the unemployment rate.</p> <p>It also measures “discouraged workers”, people who are available for and wanting work but have given up the search and so aren’t counted as “unemployed”.</p> <p>The only way to really understand whether we are succeeding or failing in providing paid work is to take all three measures together – unemployment, underemployment and the count of discouraged workers.</p> <h2>Messier by the month</h2> <p>What this total tells us will be quite different to the count of the number of Australians on unemployment benefits.</p> <p>After tracking each other closely, the number of “unemployed” and the number on unemployment benefits has diverged over the past 25 years and that divergence became even more pronounced during COVID.</p> <p>Australian experts <a href="https://theconversation.com/how-can-more-people-be-on-unemployment-benefits-than-before-covid-with-fewer-unemployed-australians-heres-how-181733" target="_blank" rel="noopener">Peter Whiteford and Bruce Bradbury</a> point out most unemployed people aren’t on benefits, and increasingly unemployment benefits are available to people who are not unemployed.</p> <p>These days unemployment benefits are available to people not seeking paid work but engaged in voluntary work, study, or providing home schooling.</p> <p>And people who once would not have been considered unemployed – such as single parents and people with disabilities – are now put on unemployment benefits and required to search for work in order to get them.</p> <p>After holding together for decades, the post-war administrative and legal construction of unemployment is failing us. We’re outgrowing it.</p> <p><em><strong>This article originally appeared in <a href="https://theconversation.com/how-we-invented-unemployment-and-why-were-outgrowing-it-183545" target="_blank" rel="noopener">The Conversation</a>.</strong></em></p> <p><em>Image: Shutterstock</em></p>

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"She didn't add any smiley faces!" Woman fired for not using emojis

<p>A Queensland woman has won an unfair dismissal case, after the ex-wife of the business owner demanded she was fired immediately over sending a text message that didn’t include any smiley face emojis.</p> <p>According to the Fair Work Commission (FWC), Phoebe Wang who was overseeing her ex-husband’s Sens and Goya cafes on the Gold Coast had smashed her phone on the counter, jumped up and down while screaming “Kristen Gordon must be fired” immediately after receiving messages from her about a staffing issue.</p> <p>Ms Gordon had been employed by the business for about 14 months and was a casual working full-time hours. Part of her job included rostering staff and time sheets.</p> <p>Her colleague, who was there at the time of the incident, told the FWC she asked to see the messages to understand why Ms Wang was so angry however, she found the messages to be normal.</p> <p>Allegedly, Ms Wang said that Ms Gordon was arguing with her because there were no emojis included.</p> <p>Ms Gordon told the FWC that she had been told Ms Wang repeatedly stated she “didn’t add any smiley faces! There are no emotions!”.</p> <p>Ms Gordon went on to say she was unaware her “completely reasonable text message” had caused so much upset.</p> <p>The next day after working a full shift, Ms Gordon was told by a manager they were forced to dismiss her. Fair Work Commissioner Chris Simpson concluded that Ms Gordon was dismissed at this point, despite any attempts for it to appear otherwise.</p> <p>Commissioner Simpson ordered Sens Catering Group Pty Ltd to pay Ms Gordon $5357.80, plus 9.5% superannuation.</p> <p><em>Image: Getty</em></p>

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Woman awarded $131,000 after not being invited to work drinks

<p dir="ltr">A waitress has been awarded a whopping $131,000 after not being invited to work drinks. </p> <p dir="ltr">Rita Leher said that she felt “shunned” by her colleagues at a London casino when they didn’t invite her to a cocktail bar.</p> <p dir="ltr">The 51-year-old, who is older than her colleagues and has worked at the casino for 10 years, took stress leave after hearing the plans being discussed in front of her and not receiving an invite. </p> <p dir="ltr">Rita, who also happens to be of African descent, issued a complaint to the employment tribunal on the basis of race and claimed the victimisation was due to her age and ethnicity.</p> <p dir="ltr">“We unanimously agree that being excluded from discussions at work about a social occasion amongst colleagues when one would normally be included would subject an employee to a detriment at work," Employment Judge Sarah Moor said.</p> <p dir="ltr">"A reasonable employee would consider that such exclusion was to their disadvantage because they had lost the opportunity to bond with colleagues on that social occasion.</p> <p dir="ltr">"The occasion was sufficiently linked to work by the fact that it was amongst work colleagues and was discussed at work, and would provide the opportunity for team bonding.”</p> <p dir="ltr">Rita was subsequently awarded £74,113.65 ($131,000) in compensation on the basis of injury to feelings and loss of overtime and financial loss. </p> <p dir="ltr"><em>Image: Shutterstock</em></p>

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Returning to work after time off? 7 tips to get you back in the game

<p>Returning to work after time off, planned or unplanned, can be extremely daunting and even a little unnerving. You find yourself having to prove your abilities again and brace yourself for potential rejection. Your vulnerabilities are on high alert!</p> <p>You might not realise it, but while you were out of the workforce, you most likely developed new habits, patterns, priorities, and even ways of thinking. You quite possibly even gained more clarity on your professional direction.</p> <p>The necessary readjustment and compromise are only the beginning of getting yourself workforce ready. However, it’s not as intimidating as it may seems, so set those alarm clocks and follow these seven tips to help make your transition that much easier!</p> <p><strong>1. Self-confidence</strong></p> <p>This will be the lynchpin to your success. It will help you perform better at your interview, land your job, and adjust faster to your new environment. However, possessing the necessary self-confidence when returning to the workforce may be easier said than done.</p> <p>When feeling vulnerable, negative thoughts and self-doubt are likely to make themselves heard and loudly so. Don’t allow them to take any space in your mind! If you need a positivity boost, get excited! Consider all the things you have to look forward to: new colleagues, work social events, time to read on your commute, extra finances! Visualise yourself happy and successful in your new role and use positive affirmations about yourself and your future. It works!</p> <p><strong>2. Returnships</strong></p> <p>Yes, it’s a thing! Depending upon the length of time you have been out of the workforce, this could assist with sharpening your skills, lifting your self-confidence and paving a gradual return back to work. Just like internships, they help you in being workforce ready. A lot of prominent organisations such as Ernst &amp; Young, Deloitte, and Macquarie Group offer these programs.</p> <p><strong>3. Explain your career gap</strong></p> <p>Address this in your cover letter (e.g. parental leave/sabbatical), and be sure to list all the benefits gained (new skills/knowledge acquired), and mention ‘where you are now’, i.e. readiness, commitment and enthusiasm in returning to work. In your CV, add a one-line explanation in the appropriate section where the gap is.</p> <p><strong>4. Technology</strong></p> <p>Our world is changing rapidly, and understanding technology is becoming even more essential. We saw the importance of this during the pandemic. Moving meetings to ‘online platforms’, such as Zoom, became the preferred method of communication. Ensure you are familiar with the technology needed for your job and to interview remotely.</p> <p><strong>5. Your CV</strong></p> <p>Have that ready to go! The job market moves fast. When you see an appealing job advertisement, send your application as soon as possible (i.e. the same day!). Waiting until you have freshened up your CV, reformatted, shown it to others etc., can cost you the job. Make sure your CV is a maximum of three pages, has all your contact details on it and has been proofread for any mistakes, spelling, grammar, formatting etc.</p> <p><strong>6. LinkedIn and social media</strong></p> <p>LinkedIn is your professional bible. Ensure you have an ‘all-star rating’, meaning your profile is completed for maximum impact (LinkedIn provides free tutorials to help you). Reach out to your contacts and network to let them know you are looking and available for work. You would be surprised at the power of connection. Before applying for any role, conduct a social media audit on yourself. Make sure you are comfortable showing anything that is on public display.</p> <p><strong>7. Be organised</strong></p> <p>If you need childcare, have this set up and ready to go. It would be a shame if you could not start your new job or have to delay your start because you cannot find suitable childcare arrangements. Be ready and available. Be aware when answering your phone. Answer with a professional voice, even if you are scrambling after your toddler or taking the dog for a run. First impressions count. If a hiring manager leaves a message for you, call back as soon as possible (the same day, but preferably within the hour). The same applies to email. If you are contacted via email, respond straight away and professionally. Remember, you are not messaging your friend. Take the time to construct a friendly and professional reply email. It may help you to stand out–for the right reasons. And, of course, be readily available to interview!</p> <p>Perhaps, most importantly, show your enthusiasm to return to work. Hiring managers want to see you are excited and motivated. This is the kind of employee that companies, managers, and teams want to have in their environment. Returning to work after time off is simply another ‘change’ we experience in the different cycles of our lives. By following these tips, you’ll give yourself the very best chance and opportunity to succeed!</p> <p><em>Roxanne Calder, author of ‘Employable – 7 Attributes to Assuring Your Working Future’ (Major Street $29.95), is the founder and managing director of EST10 – one of Sydney’s most successful administration recruitment agencies. Roxanne is passionate about uncovering people’s potential and watching their careers soar. For more information on how Roxanne can assist you in your career visit <a href="https://est10.com.au/" target="_blank" rel="noopener">www.est10.com.au</a>.</em></p> <p>Image: Shuttersttock</p>

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Supercheap Auto "hero" flooded with job offers after being stood down

<p>The Supercheap Auto worker stood down after confronting a shoplifter won’t have to look too far for another job – after his bold act has made him a prime candidate to other employers.</p> <p>The man appeared in a viral video captured outside a Gold Coast store in which he attempted to apprehend a woman pushing a pram covered by a blanket.</p> <p>After they both struggled to take control of the pram, a box was knocked to the ground from under the blanket and the woman said: “You can have the f***ing rotor mate.”</p> <p>The pram was filled with stolen goods, and didn’t contain a baby at the time. After being hailed a hero online for his ballsy approach, it has been revealed that he was in fact stood down while the incident was being reviewed internally.</p> <p>As Supercheap Auto faced backlash over its decision, other companies have since rushed to put in a good word with the worker in the hope of poaching him for themselves.</p> <p>Rival store Autobarn in Burleigh Heads was the first to offer him a new job, with owner Michael Farrar saying he was just the type of employee he was looking for.</p> <p>“His actions showed to me that he is a loyal person and someone we would want on our team,” he told Gold Coast Bulletin, adding his store had about $15,000 worth of items stolen in the last two years.</p> <p>Car wrecking business Southport Auto Recyclers has also thrown its hat in the ring, posting online offering him an interview.</p> <p>“If anyone knows him tell him to DM us or tag him, we would like to interview him for a position should he require one!” an employee wrote on Facebook.</p> <p>“After watching the video it’s crazy that Supercheap have stood him down after the commitment to them he demonstrated!”</p> <p>The video on TikTok alone has been viewed more than 5.5 million times since being uploaded last week.</p> <p><em>Images: TikTok</em></p>

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Passive-aggressive shop sign sparks furious debate online 

<p>Furious debate has erupted after a shop owner took aim at Gen Z workers in a brutal sign blaming them for their business having to close.</p> <p>The obviously frustrated owner shared in great detail why a pair of young former employees were the reason the doors had to close.</p> <p>“I apologise for us closing AGAIN,” the sign, erected on the front window of a store in Indiana, USA, on April the 20th, read.</p> <p>“My two new cashiers quit because I said their boyfriends couldn’t stand here for their entire shift.”</p> <p>They went further to include some questionable hiring advice for other business owners, telling them: “Don’t hire Gen Zs, they don’t know what work actually means”.</p> <p>Underneath, they announced the store was “now hiring”, but specified it would be employing “Baby Boomers only thanks”.</p> <p>The sign sparked backlash online, after it had been shared around online.</p> <p>With Hundreds of people responding in comments to the post, after it had attracted over 5000 reactions and had been shared over 300 times, some agreed Boomers made better workers than their younger counterparts, but others argued it was unfair to age discriminate.</p> <p>“A lot of the older people I’ve worked with refuse to do anything physically demanding due to having a ‘bad this’ and ‘my this hurts’ and if asked to do so they will whine and complain,” one wrote.</p> <p>“That's a pretty awful and ageist sign. I’m pretty young and I work 48 hours a week and never sit once while I’m on the clock. There are people who are young and hard working,” another said.</p> <p>Most respondents agreed that regardless of whether a certain generation had better workers, openly discriminating against Gen Zs was the wrong way to go.</p> <p>“I’m a boomer and I wouldn’t want to work at a place that excludes people because of their youth. Good workers can offer service with vitality and enthusiasm at any age,” one person wrote.</p> <p>Others agree the sign hadn’t done the store owner any publicity favours.</p> <p><em>Image: Facebook</em></p>

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10 ways New Zealand employers can turn the ‘great resignation’ into a ‘great recruitment’

<p>Internationally, and especially within the US, there has been a lot of talk about the so-called “<a rel="noopener" href="https://www.theatlantic.com/ideas/archive/2021/10/great-resignation-accelerating/620382/" target="_blank">great resignation</a>” – the trend seeing large numbers of workers leaving their jobs during the COVID-19 pandemic, having reevaluated their priorities or simply because there are more opportunities than ever before.</p> <p>While there isn’t enough firm data to confirm this is happening in New Zealand yet, there is little doubt a <a rel="noopener" href="https://www.rnz.co.nz/news/business/457103/skills-shortages-top-challenge-facing-company-bosses-survey" target="_blank">chronic skills shortage</a> has given workers more bargaining power. Perhaps not surprisingly, <a rel="noopener" href="https://news.aut.ac.nz/news/the-great-resignation,-nz-style" target="_blank">research</a> shows more and more workers are at least thinking about either changing or quitting their jobs since last year.</p> <p>But this phenomenon – defined as “turnover intentions” – could also fuel what we’re calling the “great recruitment”. After all, as physics teaches us, for every action there is a reaction.</p> <p>Calling it the great recruitment is obviously related to the sheer volume of recruitment activity that logically follows a great resignation. But it is also a reference to the related importance of a positive – great – recruitment experience for potential employees.</p> <p><img src="https://images.theconversation.com/files/435205/original/file-20211202-25-bujsov.jpg?ixlib=rb-1.1.0&amp;q=45&amp;auto=format&amp;w=754&amp;fit=clip" alt="" /> <span class="caption"></span> <em><span class="attribution"><span class="source">Shutterstock</span></span></em></p> <p><strong>Not a negative trend</strong></p> <p>Classic supply and demand principles tell us that if more workers are seeking greener employment pastures, there will be more ready-to-hire talent in the marketplace. For that reason alone, we urge organisations not to consider the great resignation a negative trend in the job market.</p> <p>Of course, to be successful the great recruitment must be supported by businesses that prioritise the recruitment process, from candidate care to the vetting and hiring team, to the use of technology and protecting the organisation’s reputation and brand.</p> <p>However, there are many practices that not only undermine but entirely defeat the positive potential of a great recruitment, including:</p> <ul> <li> <p>“<a rel="noopener" href="https://www.forbes.com/sites/jackkelly/2021/02/17/a-new-study-by-indeed-confirms-that-ghosting-during-the-hiring-process-has-hit-crisis-levels/?sh=7bdd556599c4" target="_blank">ghosting</a>”, where candidates apply for a role but get no response or experience a sudden silence part way through the process</p> </li> <li> <p>posting vague or corny job descriptions – “customer services expert” anyone? – that do nothing to excite or provide context for potential applicants</p> </li> <li> <p>relying too heavily on quasi-scientific personality profile tests and asking questions that are at best tokenistic, at worst discriminatory.</p> </li> </ul> <p><strong>Making recruitment great</strong></p> <p>We also see recruitment processes stumble at the last hurdle by engaging in Game of Thrones-style salary negotiations, where candidates feel like they’re challenging a noble family. This is particularly disadvantages <a rel="noopener" href="https://hbr.org/2020/07/stop-asking-job-candidates-for-their-salary-history" target="_blank">women</a> and <a rel="noopener" href="https://www.employeenetworks.govt.nz/assets/Uploads/Pou-Matawaka-Final-Report-Ethnic-Pay-Gap-March-2019-for-release-.pdf" target="_blank">ethnic minorities</a>.</p> <p>How then to ensure your organisation is capturing the talent potential released by the great resignation and maximising the employment potential of the great recruitment? Here are our top 10 tips:</p> <ol> <li> <p>Choose your words carefully: write inspiring, authentic job advertisements. If your recruitment team can’t do it, get someone who can.</p> </li> <li> <p>Be realistic: create reasonable candidate specifications – wanting extreme levels of skill, attitude and experience is likely put off good candidates.</p> </li> <li> <p>Canvas others: when designing employee value propositions, get input from recruiters and current employees.</p> </li> <li> <p>Remember glass houses: recognise there is no such thing as perfect behaviour when using behavioural-based interview questions, especially given the organisation itself may be questionable in some of its conduct.</p> </li> <li> <p>Consider the context: give due consideration to reference check results – if a candidate’s last boss says he or she was disconnected in the end, perhaps it’s because they were already in a high state of turnover intention.</p> </li> <li> <p>Go back to the future: be open to hiring past employees. Initiatives such as alumni programmes can be used to connect with and recruit former employees.</p> </li> <li> <p>Know your team: be open to conversations about the attributes and attitudes of the person a successful candidate will be reporting to, and the team they will be working with.</p> </li> <li> <p>Be technology wise: use automated recruitment technology (such as SnapHire, JobAdder or QJumpers) to enhance – not replace – an integrated people-oriented recruitment experience.</p> </li> <li> <p>Provide <a rel="noopener" href="https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/salary-most-important-part-job-ad.aspx" target="_blank">clear pay ranges</a>: if an applicant knows what the pay is from the outset, it saves everyone valuable time and energy.</p> </li> <li> <p>Be gracious: formally thank all candidates for applying – this can help ensure you retain them as future applicants and/or customers.</p> </li> </ol> <p><strong>Great expectations</strong></p> <p>With more talent in the market, those in recruitment will need to sharpen their games. Given much recruitment activity is outsourced and many recruiters will be booming in the current climate, organisational clients should have great expectations of recruitment professionals, too.</p> <p>Employees face enough challenges in their working lives without having to endure a recruitment experience that is anything less than great.</p> <p>Finally, the great recruitment must also account for future talent. Before we know it, the <a href="https://www.webwise.ie/parents/explainers/explained-what-is-roblox/">Roblox</a> generation will be hitting the workforce, already adept at digital creation and collaboration, and expecting similar things from recruiters.</p> <p>If we get it right, the great recruitment is a chance for employers to recast the great resignation as an opportunity for everyone to do better – now and into the future.<!-- Below is The Conversation's page counter tag. Please DO NOT REMOVE. --><img style="border: none !important; box-shadow: none !important; margin: 0 !important; max-height: 1px !important; max-width: 1px !important; min-height: 1px !important; min-width: 1px !important; opacity: 0 !important; outline: none !important; padding: 0 !important; text-shadow: none !important;" src="https://counter.theconversation.com/content/172952/count.gif?distributor=republish-lightbox-basic" alt="The Conversation" width="1" height="1" /><!-- End of code. If you don't see any code above, please get new code from the Advanced tab after you click the republish button. The page counter does not collect any personal data. More info: https://theconversation.com/republishing-guidelines --></p> <p><em><a rel="noopener" href="https://theconversation.com/profiles/candice-harris-611631" target="_blank">Candice Harris</a>, Professor of Management, <a rel="noopener" href="https://theconversation.com/institutions/auckland-university-of-technology-1137" target="_blank">Auckland University of Technology</a> and <a rel="noopener" href="https://theconversation.com/profiles/jarrod-haar-521652" target="_blank">Jarrod Haar</a>, Professor of Human Resource Management, <a rel="noopener" href="https://theconversation.com/institutions/auckland-university-of-technology-1137" target="_blank">Auckland University of Technology</a></em></p> <p><em>This article is republished from <a rel="noopener" href="https://theconversation.com" target="_blank">The Conversation</a> under a Creative Commons license. Read the <a rel="noopener" href="https://theconversation.com/10-ways-new-zealand-employers-can-turn-the-great-resignation-into-a-great-recruitment-172952" target="_blank">original article</a>.</em></p> <p><em>Image: Getty Images</em></p>

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Neurodiversity can be a workplace strength, if we make room for it

<p>Emma can recognise patterns within complex code. James can develop several different solutions when faced with complicated problems. But it is unlikely either will find a job where they can put their specialist skills to work — or any job, actually.</p> <p>Emma has dyslexia. James has been diagnosed with attention deficit hyperactivity disorder. These conditions mean communicating can be a challenge, particularly in a stressful situation such as a job interview. They may also find it difficult to work in a typical office environment with noise and bright lights.</p> <p>But often the significant challenges is other people assuming they will be less capable or difficult to work with.</p> <p>About 15-20% of the <a rel="noopener" href="https://academic.oup.com/bmb/article/135/1/108/5913187" target="_blank">global population</a> are “neurodiverse”. This term, coined by Australian <a rel="noopener" href="https://www.autismawareness.com.au/news-events/aupdate/in-conversation-with-judy-singer/" target="_blank">sociologist Judy Singer</a> in 1998, conveys <a rel="noopener" href="https://autismawarenesscentre.com/un-adopts-new-goals-disabilities/" target="_blank">the idea</a> that the neurological differences shaping how people think and interact are natural variations to the human genome. Neurodiversity therefore isn’t something to be “fixed” but understood and accommodated.</p> <p>But despite this understanding, and the gains made more generally in promoting workplace diversity, prejudices keep the employment prospects for neurodiverse individuals shockingly low.</p> <p>The cost is personal — denying individuals the chance to do meaningful work — as well as social, sending individuals to the dole queue. It also means workplaces are failing to benefit from highly valuable employees, and missing the opportunity to become better organisations in the process.</p> <p><strong>What neurodiversity covers</strong></p> <p>Neurodiversity is often referred to as an ‘invisible disability’ and covers a range of conditions. The most common are:</p> <ul> <li> <p><strong>Attention Deficit Hyperactivity Disorder</strong> (or ADHD) manifests as inattention, distractability and impulsivity. It affects about <a rel="noopener" href="https://www2.deloitte.com/au/en/pages/economics/articles/social-economic-costs-adhd-Australia.html" target="_blank">4% of children and 3% of adults</a>.</p> </li> <li> <p><strong>Autism Spectrum Disorder</strong> (or ASD) typically involves degrees of difficulty in communicating with others and sensory overload. About <a rel="noopener" href="https://www.autism-society.org/what-is/facts-and-statistics/" target="_blank">1% of the global population</a> is estimated to be on the spectrum, with higher rates being diagnosed among children.</p> </li> <li> <p><strong>Dyslexia</strong> involves difficulties with reading and spelling. There is no agreed diagnosis. Estimates of its prevalence range from 3% to 20% (with <a rel="noopener" href="https://dyslexiaassociation.org.au/dyslexia-in-australia/" target="_blank">10-15%</a> commonly cited).</p> </li> <li> <p><strong>Dyspraxia</strong> involves challenges with coordinating physical movements, including muscles for speaking. About 2% of the population are severely affected, with <a rel="noopener" href="https://adc.bmj.com/content/archdischild/92/6/534.full.pdf?casa_token=s2n80xJNuhAAAAAA:kzF2QsFQRlR_rmpi80YkV9N8Lp8YT9bIXb1cwOEbaiZUm3f5KfRO4xPk8_F2YoXm6-bM7rHANPkqIQ" target="_blank">6-10%</a> estimated to be affected to some degree.</p> </li> <li> <p><strong>Dyscalculia</strong> involves challenges with numbers. It affects <a rel="noopener" href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4461157/" target="_blank">up to 10%</a> of the population, with <a rel="noopener" href="https://www.dyslexia.uk.net/specific-learning-difficulties/dyscalculia/" target="_blank">3-6%</a> commonly cited.</p> </li> <li> <p><strong>Tourette syndrome</strong> causes involuntary physical and vocal “tics”. It affects an estimated <a href="https://tourette.org/spectrum-tourette-syndrome-tic-disorders-consensus-scientific-advisors-tourette-association-america/">0.6% of the population</a>.</p> </li> </ul> <p><strong>High unemployment</strong></p> <p>The capabilities of neurodivergent people can vary considerably from severely challenged to gifted. Some are nonverbal and fully reliant on care givers. Others have special abilities in things such as <a rel="noopener" href="https://hbr.org/2017/05/neurodiversity-as-a-competitive-advantage" target="_blank">pattern recognition, memory or mathematics</a>.</p> <p>Yet even those with exceptional talents find it hard to get and hold a job. While unemployment estimates are imprecise, they suggest these conditions are the least accepted in the working world.</p> <p>For autistic adults aged 16-64, for example, UK statistics suggest <a rel="noopener" href="https://www.ons.gov.uk/peoplepopulationandcommunity/healthandsocialcare/disability/articles/outcomesfordisabledpeopleintheuk/2020" target="_blank">78% are unemployed</a>. This is the highest unemployment rate of any group, compared with 48% for all disabled people and 19% for all adults.</p> <p>Australian statistics put the unemployment rate for people with autism <a href="https://www.abs.gov.au/statistics/health/disability/disability-ageing-and-carers-australia-summary-findings/latest-release">at 34%</a>. That’s still more than three times the unemployment rate of 10% for people with disabilities and almost eight times the 4.6% rate for people without disabilities.</p> <p><strong>Supporting neurodiversity at work</strong></p> <p>One problem, as Joanna Szulc and her fellow researchers at the University of Huddersfield <a rel="noopener" href="https://pure.hud.ac.uk/en/publications/amo-perspectives-on-the-well-being-of-neurodivergent-human-capita" target="_blank">have put it</a>, is “management practices frequently overlook the relationship between the above-average human capital of neurodivergent employees, their subjective well-being in the workplace and performance outcomes”.</p> <p>In other words, with understanding colleagues and a flexible work culture, neurodiverse individuals can reach their potential and be recognised as highly valuable employees.</p> <p>One case study demonstrating this is professional services giant Ernst and Young, which globally employs close to 300,000 people.</p> <p>In 2016 it established its first “<a rel="noopener" href="https://www.ey.com/en_us/diversity-inclusiveness/how-neurodiversity-is-driving-innovation-from-unexpected-places" target="_blank">Neurodiversity Center of Excellence</a>” as part of a pilot program to offer jobs to neurodiverse candidates.</p> <p>The company says it “considered business metrics only” in evaluating the program. It concluded the neurodiverse employees were comparable to neurotypical staff in work quality, efficiency and productivity. The bonus was “the neurodiverse employees excelled at innovation”.</p> <p>Australia’s Department of Defence has employed high-performing autistic individuals in its <a rel="noopener" href="https://www.defence.gov.au/annualreports/16-17/Features/CyberCapabilityTalentAutism.asp" target="_blank">cyber security</a> work. Their strengths for this work include “a remarkable eye for detail; accuracy and consistency; a logical and analytical approach to detecting irregularities; pattern-matching skills; and a high tolerance for repetitive mental tasks”.</p> <p>These lessons are being taken on board by others. In July, Google’s cloud computing division announced its <a rel="noopener" href="https://cloud.google.com/blog/topics/inside-google-cloud/google-cloud-launches-a-career-program-for-people-with-autism" target="_blank">Autism Career Program</a>, which includes training up to 500 managers “to work effectively and empathetically with autistic candidates”.</p> <p>We all vary naturally. By understanding and encouraging neurodiverse individuals to be fully engaged in society, we will all reap the rewards.<!-- Below is The Conversation's page counter tag. Please DO NOT REMOVE. --><img style="border: none !important; box-shadow: none !important; margin: 0 !important; max-height: 1px !important; max-width: 1px !important; min-height: 1px !important; min-width: 1px !important; opacity: 0 !important; outline: none !important; padding: 0 !important; text-shadow: none !important;" src="https://counter.theconversation.com/content/164859/count.gif?distributor=republish-lightbox-basic" alt="The Conversation" width="1" height="1" /><!-- End of code. If you don't see any code above, please get new code from the Advanced tab after you click the republish button. The page counter does not collect any personal data. More info: https://theconversation.com/republishing-guidelines --></p> <p><em><a rel="noopener" href="https://theconversation.com/profiles/miriam-moeller-357407" target="_blank">Miriam Moeller</a>, Senior Lecturer, International Business, <a rel="noopener" href="https://theconversation.com/institutions/the-university-of-queensland-805" target="_blank">The University of Queensland</a>; <a rel="noopener" href="https://theconversation.com/profiles/dana-l-ott-1252533" target="_blank">Dana L. Ott</a>, Lecturer, International Management, and <a rel="noopener" href="https://theconversation.com/profiles/emily-russo-1252532" target="_blank">Emily Russo</a>, Industry Fellow, <a rel="noopener" href="https://theconversation.com/institutions/the-university-of-queensland-805" target="_blank">The University of Queensland</a></em></p> <p><em>This article is republished from <a rel="noopener" href="https://theconversation.com" target="_blank">The Conversation</a> under a Creative Commons license. Read the <a rel="noopener" href="https://theconversation.com/neurodiversity-can-be-a-workplace-strength-if-we-make-room-for-it-164859" target="_blank">original article</a>.</em></p> <p><em>Image: <span class="attribution"><span class="source">igor kisselev/Shutterstock</span></span> </em></p>

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Pain and the brain: Closing the gap between modern pain science and clinical practice

<div> <div class="copy"> <p>Statistics show that chronic pain affects 3.4 million Australians – that’s almost 14% of the population.</p> <p>But while pain science discoveries have enormous consequences on chronic pain treatment, the medical community knows little about them.</p> <p>Pain scientists have been urging clinicians for decades to ditch the traditional biomedical approach and adopt a multidisciplinary and multimodal methodology to chronic pain treatment.</p> <p>This latter approach considers the biological, psychological and social factors that affect the patient’s perception of danger.</p> <p>Evidence-based treatment includes a <a rel="noreferrer noopener" href="https://www.sciencedirect.com/science/article/pii/S0004951414601690?via%3Dihub" target="_blank">combination</a> of pharmacological and non-pharmacological techniques, including pain education, physiotherapy management and mental health support.</p> <p>“We have developed a four-steps process that brings together all these ideas (drawn from modern pain science),” says Professor Benedict Wand, a pain scientist at the University of Notre Dame.</p> <p>The first, fundamental step of this process, he says, is modern pain neurobiology education, which helps people gain a less threatening understanding of pain. </p> <p>The second step is helping the person feel safe to move, while the third step includes an active progressive rehabilitation that gradually loads the body so that movement continues to feel safe.</p> <p>Lastly, the focus shifts towards making the body stronger.</p> <p class="has-text-align-center"><strong><em>Read more: <a rel="noreferrer noopener" href="https://cosmosmagazine.com/health/medicine/chronic-pain-in-women-could-be-genetic/" target="_blank">Chronic pain in women could be genetic</a></em></strong></p> <p>The biomedical model in which most health professionals in Australia have been trained describes pain as a direct consequence of tissue damage – the more severe an injury, the stronger the pain.</p> <p>In this model, pain provides an accurate measure of the state of the tissues, and it can be ‘fixed’ by providing pain relief.</p> <p>“We originally thought that pain was a simple readout of noxious information from the body,” says Wand. “But that is certainly not the process that underpins complex and long-standing pain experiences.”</p> <p>Decades of <a rel="noreferrer noopener" href="http://www.cor-kinetic.com/wp-content/uploads/2014/04/reconceptualizing-pain.pdf" target="_blank">research</a> in pain science have led scientists to believe that the level of pain is not an indication of the level of tissue damage.</p> <p>Instead, scientists have discovered that pain is a vital mechanism that happens in the brain (and not in the tissues) to protect us from more severe injuries.</p> <p>When we get hurt, pain receptors send a ‘possible threat’ signal to the brain, which then evaluates the danger of the threat by drawing information from current and past experiences and the state of the mind.</p> <p>If the brain does not perceive the circumstance as dangerous, it will not cause pain.</p> <p>If we are anxious or frightened, our brain might perceive the situation as dangerous and produce pain to protect us. </p> <p>“An interaction between incoming information from the world around you and held information – things that you already think and feel and believe – gives rise to an experience of pain when you judge your body to be under threat or needing protection,” says Wand.</p> <p>In one <a rel="noreferrer noopener" href="https://journals.lww.com/pain/Fulltext/2007/12150/The_context_of_a_noxious_stimulus_affects_the_pain.9.aspx" target="_blank">study</a>, scientists placed an ice-cold rod on the back of volunteers’ hands while showing them either a red or blue light.</p> <p>The rod was at the same temperature each time, but those who were shown the red light, which in our imagery represents danger, reported more intense pain than those who saw the blue light.</p> <p>In another <a rel="noreferrer noopener" href="https://journals.lww.com/pain/Fulltext/1998/01000/The_role_of_prior_pain_experience_and_expectancy.24.aspx" target="_blank">experiment</a>, volunteers put their heads inside what they thought was a ‘head stimulator’.</p> <p>In front of them, researchers manoeuvred an ‘intensity knob’.</p> <p>The volunteers reported levels of pain that correlated with the intensity on the knob, although the stimulator was doing nothing at all.</p> <p>These studies suggest that pain is not a response to real danger or physical damage but to perceived danger, says Professor Lorimer Moseley, a pain scientist at the University of South Australia.</p> <p>Consequently, psychosocial factors that alter our perception of threat play a crucial role in the level of pain we experience.</p> <p>When pain becomes chronic, it is less about physical damage and more about a pain system that has become excessively protective.</p> <p>A physical cause of the pain might never be found in scans, yet the pain people feel is real, says Moseley.</p> <h2><strong>Go the distance for pain science</strong></h2> <p>While lack of access to multidisciplinary pain services is a countrywide issue, rural and regional areas are severely underserved.</p> <p>Pain Revolution is <a rel="noreferrer noopener" href="https://www.painrevolution.org/" target="_blank">an organisation</a> set up to close the gap between modern pain science and clinical practice in rural and regional communities.</p> <p>The organisation has established a Local Pain Educator Program that trains rural and regional GPs and health professionals in modern pain science and management.</p> <p>In turn, they support their communities by providing pain education to the public.</p> <p>With another project called the Local Pain Collectives, Pain Revolution helps rural and regional health professionals establish community-based, interdisciplinary networks to build their skills in contemporary pain education and management.</p> <p>“Two essential ingredients for recovery from persistent pain are learning and movement,” says Moseley, who is also CEO of Pain Revolution.</p> <p>“There is very strong evidence that movement is medicine. Our muscles, bones, ligaments, skin, tendons – you name it – <em>love</em> movement.”</p> <p>To support its work, Pain Revolution has launched a virtual challenge to raise funds called Go the Distance.</p> <p>“Go the Distance is challenging everyone to learn a bit more about pain and get moving, and walking, running and cycling are three easy ways to do it,” says Moseley.</p> <p>The initiative has replaced the annual Rural Outreach Tour, which had previously been the major Pain Revolution fundraiser.</p> <p>“Like many events in 2021, COVID has meant that we had to find an alternative to the tour,” says Moseley.</p> <p>The initiative will be held in October, and it challenges participants to walk, run or ride as far as possible to support people who suffer from chronic pain and often don’t receive medical care that is based on the latest scientific evidence.</p> <p>If you want to help, support our science writer Manuela Callari, who has taken the challenge, by donating <a rel="noreferrer noopener" href="https://painrevolution.raisely.com/manuela-callari" target="_blank">here</a>. If you want to sign up as an individual, or join a team, go to <a rel="noreferrer noopener" href="http://painrevolution.raisely.com/" target="_blank">painrevolution.raisely.com</a>.</p> <p><em>Image credit: Shutterstock</em></p> <p><em>This article was originally published by <a rel="noopener" href="https://cosmosmagazine.com/health/pain-and-the-brain-closing-the-gap-between-modern-pain-science-and-clinical-practice/" target="_blank">cosmosmagazine.com</a> and was written by Dr Manuela Callari.</em></p> </div> </div>

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