The curious thing about 24-hour global news networks is that each one attempts to sell itself as being the lone bastion of honesty in a great muddled mess of media spin. The notion of a singular, trusted news source is wonderful. But singularities run the risk of becoming myopias. It’s through a multiplicity of sources that we can begin to grasp to the reality of the world at large. That in mind, GOOD has opted to take a look into the world of Al-Jazeera English, a new voice contributing to the ever-evolving global media dialogue. This video investigates the network’s inception, attempting to come to terms with the controversy surrounding it. At this point, at least stateside, the conversation regarding Al-Jazeera is pretty polarized. Hell, only Burlington, VT and Toledo, OH have picked up the station. So speak up, tell us what you think, and offer your two cents to this ongoing exchange of ideas.An original GOOD Video presentation:[good width=”560″ height=”316″ image=”https://post.cloudfront.goodinc.com/wp-content/uploads/2008/11/jazeera2.jpg”]https://pre.cloudfront.goodinc.com/videos/al_jazeera.mp4[/good]
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Gen Z communicates differently in the workplace, but older colleagues can still decode them
The same text can mean consideration to one coworker and disrespect to another.
Learning Facilitator for Online Master of Business Administration, Boston University
For all the talk about generational differences at work, some of the biggest differences show up in surprisingly ordinary moments.
Take being late for work. A Gen Z employee in her 20s I spoke with works at a small, locally owned café and restaurant run by an older Gen X owner. When she realized she was going to be late one day, she texted him. He was frustrated. To him, being late was serious enough to warrant a phone call, and a text felt too casual and impersonal.
She saw the exact same interaction very differently.
“He’s super busy, so I felt a call was going to take up too much time,” she told me. “So I texted. I thought it was more considerate.”
Both thought they understood what respectful workplace communication looked like. They just had completely different definitions of it.
I study workplace culture and communication, and I see this type of misunderstanding as increasingly common in multigenerational workplaces. And this is becoming more pronounced as Gen Z moves further into the workforce. The oldest members of Gen Z are now approaching 30, while the youngest are in college and high school.
What’s distinctive about the older members of Gen Z is that many went through college, internships or their first jobs during the COVID-19 pandemic, when much of our communication moved online and masks often covered half our faces. And there’s a new twist now, as artificial intelligence changes how we communicate all over again.
The result isn’t necessarily that Gen Z employees communicate better or worse with their bosses and colleagues than previous generations did. I argue that they have simply learned to do so in a very different environment.
When a text means something more
The café example is an easy one to dismiss as younger workers preferring texting and feeling that phone calls are for important occasions only.
But that misses what I think is the more interesting point: The employee wasn’t trying to avoid her boss. She thought she was respecting his time.
For her boss, by contrast, the phone call itself carried meaning. It communicated that she understood the seriousness of being late.
Neither one had explained that expectation to the other.
Managers shouldn’t assume employees attach the same meaning they do to a particular form of communication. If being late requires a phone call, they need to say so. A two-minute conversation about expectations can prevent both people from walking away from an interaction believing the other was disrespectful.
Another common stumble concerns openness, which might feel like oversharing.
One Gen Z worker I spoke with had recently started a job at a large New England company in a blue-collar industry. He was struggling with severe anxiety and decided to tell his baby boomer manager. The manager was sympathetic, but also uneasy.
“It made me feel uncomfortable, if I’m being honest,” the manager told me. “I didn’t want to downplay his anxiety, but I’m not sure I needed to know.”
That distinction matters. His reaction wasn’t that anxiety wasn’t real or that his employee should simply get over it. But he questioned how much of it belonged in their professional relationship.
Many older workers learned that professionalism is about setting clear boundaries between personal and professional life. Members of Gen Z are coming of age during a period when conversations about mental health and personal well-being are considerably more public. What feels like honesty to one person can feel like oversharing to their boss.
This doesn’t mean that managers have to become therapists, and employees don’t have to disclose everything happening in their lives. But both may need to recognize that their comfort level around disclosure isn’t universal.
What younger workers may see as honesty could be seen as oversharing by older colleagues, who tend to keep more boundaries over personal information. Aleksandra Sapozhnikova on Unsplash, CC BY Learning to read a room when the room disappeared
Some workplace communication is never spoken at all. Think about how people traditionally learned to read a room. They watched faces around a conference table. They noticed a change in a manager’s tone. Someone caught them after a meeting and quietly explained what had just happened.
Now think about someone who was 18 or 19 in 2020.
At exactly the age when many young people would have been developing these skills in college, internships and early jobs, the room disappeared. Classes went online. Internships became remote. When people returned in person, masks sometimes made facial communication more difficult.
That doesn’t mean members of Gen Z can’t read facial expressions, but we should be careful about assuming everyone had the same opportunities to learn the unwritten signals of professional life. If feedback matters, I believe managers should say it. A disappointed expression on a Zoom call is a poor substitute for a conversation.
I thought that was understood
Imagine a manager telling a young employee: “I need this by Friday.” The employee sends it back at 4:30 p.m. that Friday afternoon. The manager is annoyed because they intended to review it that morning, make changes and send it along to someone else.
The employee is equally confused. The deadline was Friday, and they met it.
This deadline mismatch gets at something I have repeatedly encountered in my research with Gen Z workers. In a survey I conducted of 250 Gen Z professionals across industries, clear structural expectations emerged alongside fairness and empathetic engagement as recurring themes.
If an employee wants clarity, it shouldn’t automatically be confused with hand-holding. An employee can want autonomy and still want to know exactly what success looks like. “Friday” and “Friday by 10 a.m. because I need three hours to review this” communicate very different expectations.
Artificial intelligence may make this issue even more important. We can now produce polished emails, summarize meetings and generate information faster than ever. But more communication does not guarantee more understanding.
I believe that may be the larger lesson for every generation working together. We tend to mistake the workplace norms we learned for common sense. They aren’t. They were taught to us by the workplaces, technologies and moments in history in which we began our careers.
Gen Z is learning theirs in a very different world.
This article originally appeared on The Conversation. You can read it here. -
Generous paternal leave policies improve maternal and newborn health, family finances and workplace equality
Time off for dads can pay dividends for the whole family.
Instructor of Family Science and Social Work, Miami University
When our second child was born, my spouse had several weeks of paternity leave under his parental leave policy at work.
I’m a certified family life educator, and parental leave comes up regularly in my teaching and community work. So I was aware of the benefits his leave could have for our family – in theory.
Still, I could not have imagined how significantly his leave would end up affecting our family and our connections with community.
During his leave time, my spouse took our oldest child to playdates and birthday parties. He quickly became connected with our small-town network of families with kids close in age. I witnessed my spouse becoming more comfortable being the “main” parent in public, going to kid-centered community events and connecting with other parents.
Our family is still seeing the benefits of those few weeks 10 years later.
Leave for supporting parents after the birth of a child isn’t standardized or required by law in most places in the U.S. Even countries with generous paid time off for the birthing parent don’t always offer similarly generous time for the non-birthing parent.
This diversity in leave policies can make it hard to assess the impact of leave for the non-birthing parent. But existing research suggests that extended leave for birthing parents and moderate leave for non-birthing partners positively impact infant well-being and reduce postpartum mental health challenges.
Maternal and newborn health
Leave for both parents with the birth of a child can significantly benefit parental mental health overall and maternal mental health specifically. Paternity leave assists in the mother’s recovery and contributes to less of an increase in stress and depression than for mothers whose partners didn’t take leave.
One Swedish study showed that flexibility within paternal leave policies, such as allowing new dads to take intermittent time off after the birth of a child, helped reduce the incidence of maternal postpartum health complications.
Children also benefit from paternity leave. When a father takes significant leave – meaning at least two weeks – children report experiencing more father-child closeness and better communication in the relationship up to nine years later. And overall child health tends to improve when fathers take paternity leave.
When paid leave policies are available for both mothers and fathers, breastfeeding is more likely to last longer. Longer breastfeeding is strongly linked to overall infant health and decreased infant mortality.
Paternity leave is an opportunity for fathers to become comfortable in their parenting role and connect with other parents. SolStock/E+ via Getty Images Family balance
Allowing both parents to have sufficient time off to bond and adjust to their new roles can also have longer-term benefits within the family unit and contribute toward more equity in child rearing. Even in 2026, mothers are often considered the “default” parent, with fathers taking a more secondary role.
While fathers are more involved now than in previous generations, mothers are still more likely to be the first call from school. And even with an involved father, mothers continue to carry the invisible mental load of the family, an unseen burden of data, obligations and preemptive planning tasks. This overreliance on mothers comes with a price: Mothers report being more stressed and tired than fathers do.
As I experienced in my own family, when fathers have ample time off, it sets up the dynamic to be more balanced between parents. This helps reduce the strain on recovering mothers and redistributes some of the care work that goes into raising children.
Home economics
What’s more, paid leave policies have been shown to help families’ financial health. Pay rates during leave can vary widely depending on your company, organization or country. Without full or close to full pay, many families cannot afford to take leave.
In the U.S., for example, the Family and Medical Leave Act allows time off, but not in all circumstances, nor is that time required to be paid. Many families cannot afford to take the full allowable time off, using up sick or vacation time if available. Many parents in the U.S. end up going back to work sooner than seems healthy.
New parents in the U.S. often find themselves in an economic bind – they can’t afford to take leave, nor can they afford to rely on a single income to have a parent stay home. But many also can’t afford the childcare rates for newborns, which tend to be particularly high. National averages for infant care at childcare centers are nearly US$200 more per month than toddler care. While rates vary significantly depending on where you live and what type of care you choose, infant care remains the most expensive.
Despite the lack of a paid U.S. federal leave policy for parents, both domestic and multinational companies have noticed that their workers care about parental leave policies. Some have begun to offer leave for supporting parents in order to recruit and retain workers.
Chart: The Conversation, CC-BY-ND. Source: Organisation for Economic Co-operation and Development. Data current as of April 2025. Outside the US
U.S. leave policies consistently rank at or near the bottom when compared with other similarly developed countries, like the 38 members of the Organization for Economic Cooperation and Development, or OECD.
Some countries follow a “use-it-or-lose-it” model of parental leave, where fathers in particular are encouraged to take a more substantial role in childcare. Sweden and Norway, for example, earmark 90 days of leave for each parent, and it cannot be transferred to or split with the other parent. This encourages both parents to take time off.
There are many options across countries with parental leave policies. Flexibility and defined expectations seem to be key contributors to getting the most out of the parental leave that is offered.
Cultural adoption
When non-birthing parents are men, another barrier to taking leave is the perceived social acceptability within their communities. Even when paid paternity leave is available, many men struggle to take it because of how traditional gender roles and expectations of masculinity frame childcare as women’s work.
To offset these kinds of social pressures, countries like Japan and Austria offer incentives such as bonus leave time for families when fathers actually take their available leave. Germany offers a similar bonus, and it has found improved couple relationship satisfaction when fathers take more of their leave time.
Beyond improvements in maternal and infant health, both parents taking leave can create a more equitable workplace environment. Disparities and discrimination that come when only women take leave after birth can lessen when fathers and other supporting parents also take leave. Childbearing women are then less likely to be penalized, formally or informally, for taking parental leave.
Paid parental leave policies that provide leave for all parents, regardless of gender, also can help reduce structural inequality in the workplace across race and class. In the U.S., Hispanic and Black workers often have less access to paid leave policies and may experience increased pressure to return to work earlier than their white counterparts.
As more states, countries and corporations adopt more flexible and inclusive leave policies, researchers will continue to learn how parental leave benefits both parents and children. What they’ve found so far leads me to believe that, just like we’ve seen with prenatal care and early education programs, parental leave will prove to be an early investment in healthy children and families that pays dividends in the long term.
This article originally appeared on The Conversation. You can read it here. -
Why does your brain mix up memories? A new study examines how memories are misplaced in your brain’s filing cabinets
A new study explores how aging changes the way our brains store and retrieve experiences.
Associate Professor of Psychology, Binghamton University, State University of New York
Old age and forgetfulness seem to go hand in hand. But my colleagues and I found that memories actually becomes less precise, not entirely forgotten. Our study, published in the journal Cerebral Cortex, shows how the brain blends related experiences as you age rather than replaying the exact one you need.
Memory is a complicated process. Even when everything’s working as it should, the way people remember specific events has many parts.
Say you have a conversation with a friend. The first stage of memory is when you’re experiencing, feeling and perceiving details of an event as it happens. The second stage involves storing these details in your brain’s file cabinet. The third stage covers when you need to search that file cabinet for just the right file when, a week later, you want to remember that conversation with your friend. This last retrieval stage is what many people think of as memory.
Imagine that when your brain was retrieving information from that conversation with your friend, it accidentally combined details from that conversation with one you had with your spouse that morning. When you then try to remember the conversation with your friend, you actually pull the file for the conversation with your spouse instead. This kind of mix-up might be an example of what happens with the aging brain.
Why it matters
Remembering people and events is important for many social activities. Confusing people’s names can be embarrassing. The fear of confusing memories can even lead to social isolation.
Scientists already know that confusing memories happens more often than forgetting them altogether. What’s less clear is how the brain gets confused.
My team’s study tried to understand when in the memory process these mix-ups happen and how the brain’s memory center, called the hippocampus, plays a role.
The hippocampus is involved in all stages of memory. The patterns of neural firing that occur during the first stage of memory – the initial experience of talking with your friend – often recur while your brain is filing that memory away and later when retrieving it.
For our study, we scanned the brains of young, middle-aged and older adults while they went through those same three stages of memory. While in the scanner, they briefly saw images of a face at the top of the screen and an image of either a scene or an object, such as a forest or an apple, on the bottom of the screen.
We told participants to imagine the person at the top interacting in the scene or with the object. Each image pair served as a separate “event.”
They then relaxed for 20 minutes while we continued to record their brain activity. Finally, they took a memory test in which a face they had previously seen reappeared on top with four images below. Participants had to remember which of those images had previously been paired with the face. We repeated this test several times to gauge how well people remembered links between faces and scenes and objects across events.
We found that older people had more memory mix-ups than young adults. For instance, they were more likely to falsely remember a face that was initially paired with an apple as having been paired with a forest. Older people were also less likely to repeat the same brain activity patterns seen when they first experienced, stored and retrieved a specific memory. Surprisingly, even when older adults did repeat the original brain patterns, they were even more likely to confuse their memories.
Our study provides new evidence that the hippocampus is inappropriately changing memories between different memory phases as one gets older.
What still isn’t known
Research in young adults, including those in our study, suggests that the hippocampus is supposed to engage in the same neural firing patterns when remembering an event as when first experiencing it.
But the older adults who made more memory mix-ups than younger participants showed these same neural patterns. So what is the brain signature when older adults get a memory right? Are other brain regions outside the hippocampus helping? We did not get a good answer for these questions from our study.
What’s next
Researchers are still learning how different brain regions talk to one another. One of the next frontiers in neuroscience is understanding how electrically stimulating the hippocampus prevents memory loss or restores lost memories.
Future interventions might try to strengthen the hippocampus to prevent it from changing a memory after it’s stored. Researchers already have some ideas for this: intensive exercise, mindfulness training, brain stimulation and even recording memory cues on smartphones.
But researchers still need to investigate whether changing the hippocampus can lead to stable, consistent memories over time.
The Research Brief is a short take about interesting academic work.
This article originally appeared on The Conversation. You can read it here.
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Generous paternal leave policies improve maternal and newborn health, family finances and workplace equality
Why does your brain mix up memories? A new study examines how memories are misplaced in your brain’s filing cabinets
Boomers think these 7 habits make them polite but younger generations are begging them to stop
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