'What does it take for us to celebrate that vast diversity of sound, rather than judge it,' asks Samara Bay.
In fact, “considerations of what makes for good English or bad English are to an uncomfortably large extent matters of prejudice and conditioning.” After all, it is up to us to determine what we take seriously. What does it take for us to celebrate that vast diversity of sound, rather than judge it? [code-switching](https://hbr.org/2019/11/the-costs-of-codeswitching) to hide their difference or obsessively count their “um”s, policing themselves before anyone else does. Consider just how many different ways the people around us communicate in sound, style, volume of words, and what’s left unsaid. In a [study](https://www.fuqua.duke.edu/duke-fuqua-insights/vocal-fry-limit-success) founded by Duke University’s Fuqua School of Business, analysts concluded that “relative to a normal speaking voice, young adult female voices exhibiting vocal fry are perceived as less competent, less educated, less trustworthy, less attractive, and less hirable.” Bill Bryson, in The Mother Tongue: English and How It Got That Way, What do most of us do with this onslaught of information? Any of us, for example, who endeavor to speak low and slow and [use abstract and visionary language](https://hbr.org/2022/12/research-men-speak-more-abstractly-than-women), or who aim for [direct](https://hbr.org/1995/09/the-power-of-talk-who-gets-heard-and-why) speech rather than roundabout. “We rarely talk explicitly about social class, and yet, people with hiring experience infer competence and fitness based on socioeconomic position estimated from a few seconds of an applicant’s speech,” Kraus said. After all, you likely speak differently to your mom than you do to a lawyer or a little kid or your partner. Ocasio-Cortez suggested that sometimes, despite our best efforts, when we think out loud, we’re told our words are impossible to follow—because really, what the listener means is they have no intention of trying to follow someone who doesn’t sound like them.
On Thursday, Australia's flag carrier airline, Qantas, claimed to be the nation's most on-time airline. Qantas has lifted its game dramatically since taking ...
[As CEO Alan Joyce wrote last week](https://simpleflying.com/qantas-alan-joyce-hits-back-says-airline-back-to-its-best/), Qantas mainline averages one turnback for every 2,000 flights, or around 60 per year. [BITRE](https://simpleflying.com/tag/bitre/)) produces a monthly report on domestic airline on-time performance. So why Qantas even mentions that 90% of its flights landed within 30 minutes of schedule is puzzling, simply because that is no measure of on-time arrival and hardly acceptable to passengers. However, for its own reasons, it does not compare to the independent domestic and regional airline [Rex](https://simpleflying.com/tag/rex/), which industry reports show has better on-time performance than Qantas. The airline has pulled itself out of a 2022 mid-year slump that saw its reputation tarnished and is now performing at levels above what it achieved pre-COVID. However, what's not in any dispute is how much Qantas has improved all aspects of its performance in the last five months.
If your boss isn't thinking about development opportunities, he doesn't see your value. He should be identifying learning opportunities and stretch challenges ...
When your boss acknowledges you—especially in front of others—they’re signaling that you’re an important part of the organization. A boss who truly appreciates you invests the time necessary for you to feel heard and appreciated. If you feel uncomfortable mentioning your home life and think you should keep your after-hours life a mystery, you’re missing out (and so is your personal brand). If your boss waits until the required formal performance review to tell you how you’re doing (that is, if you have a review at all), they don’t value you. Your boss should be having regular discussions with you about the new skills you’d like to build so you can expand your success and keep your career moving forward. When your boss sees a career advancement opportunity for you inside the organization, he should help you pursue it. If it’s a regular activity your boss likes to engage in, it’s not alright. Except for your email address and where your cubicle is (assuming you work in the office), your boss knows nothing about you and doesn’t really care to know. If all the unappealing grunt work always lands on your plate and there’s little hope of having those exciting, high-profile opportunities that your colleagues are getting, it may be time to quit your boss. It’s time to make a plan to cut ties altogether if your boss: If your boss says “No” to every reasonable request or suggestion, prepare to exit. If you’ve been working for a while, you have likely encountered a “bad manager.” Sometimes the answer to this less-than-ideal situation is to just make the best of it, especially if the job market in your field is limited, making it hard for you to jump ship.