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The main point of Lisa Chow’s article “Why Women (Like Me) Choose Lower-Paying Jobs” is that many women choose jobs that pay less, even when they have the skills and qualifications to earn more. This is often because they place a higher value on other aspects of the job, such as enjoyment, purpose, work-life balance or flexibility. This relates to the economic concept of compensating differential, which explains why some jobs pay less than others. Jobs that offer better non-wage benefits, like more meaningful work or less stress, may come with lower pay because these benefits are seen as part of the overall compensation. The article shows how people sometimes accept lower wages in exchange for other things they value. It highlights the trade-off between income and non-wage benefits in job decisions, and it also shows that not all workers aim only to earn as much money as possible.

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In Netflix the non-wage outcome of the unlimited parental leaves both entices workers to work for them, but it also allows the business to lover the average wage cost. It also drives the ability to hire more skilled personnel to their work force. This plan also drives up the economic security of the business.

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Many women choose lower-paying jobs because they value things like flexibility, passion and work-life balance. This reflects the economic concept of compensating differential, which explains how different jobs often pay less because these benefits (work-life balance, flexibility, etc) outweigh the wage difference. This article discusses the economic relationship between job satisfaction and wage levels. This proves that not all workers prioritise income over other factors.

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Netflix shows how non-wage outcomes, like flexibility and a positive culture, can be just as important as salary. The ability to take unlimited vacation time or the trust given to employees to manage their schedules makes working there appealing, even if the base salary isn't the highest. For people who value work-life balance or want to feel valued beyond just money, netflix's non-wage benefits can make up for a lower salary compared to other jobs.

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Netflix giving new parents unlimited time off is Opportunity cost because there basically investing in their employee, making them want to work harder also it makes the employees not want to quit because 40% of woman quit their jobs after they get Pregent because they don't have enough time with the baybe.

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Netflix's decision to offer unlimited paid parental leave is a example of a compensating differential, where they provide additional benefits to balance out differences in job attractiveness. By offering this perk, Netflix aims to retain top talent and alleviate concerns about managing work and family responsibilities. This strategy not only boosts job satisfaction but also enhances productivity and retention rates, particularly in competitive industries like tech.

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Women often major in areas that lead to less lucrative professions because they are often associated to be more "feminine" e.g drama, psychology, childhood education and arts. The majors that are most lucrative are often more "masculine" e.g metallurgy, engineering and mining. Women may not be told they could do these sorts of jobs or told they were "for boys" when they were younger, discouraging them from pursuing their interest in them. It also could be that jobs that have a large number of women in them are considered "easy" because lots of women do it.

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The main point of the article explains how women's career choices often result in lower earnings compared to their potential. This is due to their overrepresentation in lower-paying majors and underrepresentation in complex majors. Even when women choose high-paying majors, they are more likely to choose lower-paying professions within those fields. This economic relationship can be understood through the concept of compensating differential. Compensating differential refers to the wage differences that employees are willing to accept in exchange for factors associated with a job. In this article, the journalist and women in similar situations prioritise a career they are passionate for over a potential higher income in different fields.

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: Netflix has announced an unlimited paid parental leave policy for its employees, allowing both parents to take as much time off as desired during the first year after a child is born or adopted. The company will continue to pay full salaries and offer benefits without the need for disability or state coverage. This policy reflects Netflix's commitment to attracting and retaining talented individuals by prioritizing work-life balance and acknowledging the positive impact it has on employee performance.

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paying jobs.
Women are underrepresented in lucrative university degree and over represented in low-lucrative degrees. Even when women have undertaken lucrative uni degree, many end up in the lowest paying jobs connected with that degree. For example, mathematics-a degree with potentially lucrative job outcome, when undertaken by women, the women often become teachers. Why is this? A few reasons answer this. For one, many women have maternial responsibilities and are unable to partake in many high-commitment companies. Secondly, many women shy away from male-dominated industries due to a number of reasons including sexual discrimination, male 'locker room' culture among other reasons. Of course many women also prioritise job enjoyment over job wages.

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Women are less likely to take a higher paying job

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Men tend to choose jobs in the trade / higher paying jobs cause they are prepared to do the hard work and there is more of a demand for males in the physical workforce . women are more likely to do less paying jobs that are more enjoyable and more sociable and are more flexible cause woman have to have flexible time with things like maternity and other reasons.

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Women are underrepresented in lucrative university degree and over represented in low-lucrative degrees. Even when women have undertaken lucrative uni degree, many end up in the lowest paying jobs connected with that degree. For example, mathematics-a degree with potentially lucrative job outcome, when undertaken by women, the women often become teachers. Why is this? A few reasons answer this. For one, many women have maternial responsibilities and are unable to partake in many high-commitment companies. Secondly, many women shy away from male-dominated industries due to a number of reasons including sexual discrimination, male 'locker room' culture among other reasons. Of course many women also prioritise job enjoyment over job wages.

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The people who play professional sports are getting paid a lot of money, there is no doubt about that. But are there some no wage outcomes that are potentially not worth the money?. Take concussions and long term brain damage for example, many AFL, NRL players have been found to have developed long term brain damage after they have retired from playing professionally, and the debate at the moment is all about "is this worth the money" or "there needs to be changes made in the game to protect the safety and wellbeing of it's players". Most people will say that when you play professional sports, you know the risks that you are taking, but I think there can be a lot more done to prevent this, such as the high contact crackdown going on in the NRL at the moment.

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Netflix introduced unlimited parental leave as a statement of the hot topic of American parental leave issues. With unlimited parental leave netflix achieves to create some sort of bond or trust with its employee's and creates this face or picture for netflix that they are caring or they understand the issue's of everyday employee's.

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data does show that even when women and men study the same subject, women sort into lower-paying jobs when they get out of school. Since the latter jobs are higher paying,

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Unlimited parental leave is a massive non-wage outcome, this in turn allows for Netflix to decrease the annual salary of their employee's due to to the greater non-wage benefits.

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A economist that studies the affects of college majors on people wages, women make decisions that lead them to earn less they should.
Women are overrepresented in low paying majors like art and comparative literature. The percentage of women in the least lucrative majors in most cases is over 60%.
Most women put having a family before their career most thus the low paying majors have more appeal as they allow more free time to focus on having a family.

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Players ought to have agency over their working conditions, and independent parties must be called in to assess the state of injured players. Also, the rules of the game and other sports that put players at risk of concussion must ensure that all actions that cause such concussions to occur, regardless of intent or nature, be punished with at minimum a suspension. Sporting organisations and other establishments that pay or contract employees to work under dangerous conditions ought to be made liable to pay a sustained pension to former employees or contracted workers who have sustained injury at work that in any way limits their quality of life or ability to work. Only then will it be worth the money.
Morrison

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The non-wage outcome of unlimited maternity leave means people will be enticed to work at Netflix. This then drives up the ability that Netflix has to hire better skilled people to bring out better updates. The non wage outcomes for is important for the people at Netflix and Netflix themselves it provides economic security for those involved as well removed fiscal pressure when having a baby.

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pampering employés non wage outcomes in these job would be important

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Non wage outcomes are incentives for people to do a specific job. Company benefits and incentives are what make people apply for a job. For example if 2 jobs are exactly the the same  but one offers  a company car a person would obviously choose the one offering the company car.
Netflix announced that parents of newborn children can take as much time off as they want for the first year and still get paid there annual salaries. This is a incentive to work for Netflix if a person has a child. Pushing people away from other competitors in the market.

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The perks of the job (non-wage outcomes)

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The perks of the job (non-wage outcomes)

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10 Most Lavish Job Perks in Silicon Valley

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Living the dream with free booze, ball pits and helicopter rides

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Today, the surge in green investing has been compared to the dot-com boom of the 2000s.

Back then, the internet was anticipated to radically reshape economies. Many companies fell to the wayside, and now 20 years later, tech stocks currently make up roughly 40% of the S&P 500 by market capitalization. Like the dot-com era, green firms are projected to structurally change the way businesses function.

Given the rising interest in green assets, this infographic from MSCI answers the most important questions advisers need answered on sustainable investing.

1. Which type of sustainable investing is right for my client?

First, let's start with the basics-understanding the terms used to describe sustainable investing:

Sustainable investing: An umbrella term that typically refers to all types of sustainable, impact, and environmental, social, and governance (ESG) integration approaches

Impact investing: A type of investing approach that generates measurable social or environmental benefits

Socially responsible investing (SRI): An investing approach that aligns with an investor's ethical, religious, or personal values, while actively reducing negative environmental or social consequences

ESG integration: Considers material environmental, social, and governance factors to enhance long-term risk adjusted returns through its investment approach

Climate investing: Looks to reduce exposure to climate risk, identify low-carbon investment opportunities, or align portfolios with "net-zero" climate targets

Knowing the key terms of the sustainable landscape allows advisers to more accurately address client objectives, goals, and beliefs.

2. How can I start a conversation with clients about ESG?

Begin by asking what motivates clients. Typically, motivations fall into one of three core objectives:

Can ESG factors improve my risk-adjusted returns?

Can I have a positive impact on society through my investments?

Are my investments consistent with my ethical, political, or religious beliefs?

Client priorities could include financial returns, impact, values, or a combination. Once these have been established, investors can choose from a universe of funds and investment vehicles that more strongly align with their goals.

3. What is ESG data and why is it important?

At the heart of ESG-focused strategies is data. In some cases, ESG analysis of companies is based on over 2,000 data points from a wide cross-section of sources. For MSCI ESG Research, they fall within these three categories:

Mandatory company disclosures: 20%

Voluntary company ESG disclosure: 35%

Alternative data: 45%

Alternative data commonly makes up 45% of the total ESG dataset-constituting far beyond what a company publicly discloses. Still, ESG data can seem vague or elusive. But this doesn't have to be the case. Rather, ESG data can be broken down and obtained from the following five sources:

Company filings: Shareholder results, voluntary ESG disclosures

Non-governmental organizations (NGOs): Global Reporting Initiative (GRI), Task Force on Climate-related Financial Disclosures (TCFD), UN Sustainable Development Goals

Government: U.S. Environmental Protection Agency (EPA), European Central Bank (ECB)

Media sources: Major headlines

Alternative data: Geo mapping, water scarcity data, flood risk analysis

Importantly, after ESG analysts identify the risks and opportunities most relevant to a company, multiple data points coalesce to inform a company's ESG profile.

4. Why are environmental risks becoming more important?

Rising global temperatures and ecological disruptions pose imminent risks to humanity.

Along with this, other future risks could include: eroding shareholder value, blocked project proposals, regulation compliance costs, and higher borrowing costs. In response, national, corporate, and investor commitments to achieving net-zero emissions in alignment with the Paris Agreement have proliferated.

How does this affect the risk-return profile of investments?

According to research, climate change could erase $7.75 million in value over five years from a hypothetical $100 million portfolio that shared similar returns and volatility over a five-year period to the median global developed market fund as of December, 2019.

5. Will the consideration of ESG in a portfolio lead to underperformance?

Let's turn our attention to performance, one of the most pressing questions surrounding ESG.

Companies with strong ESG profiles have an MSCI ESG rating of AAA or AA, meaning they lead their industry in managing the most significant ESG risks and opportunities. Studies show that companies with better ESG ratings have illustrated stronger performance, higher dividend payouts, and stronger earnings stability historically, on average.

They have also illustrated the following attributes:

Lower cost of capital

Less exposure to systemic risk

Lower volatility

Higher profitability

In addition, companies with strong MSCI ESG ratings may possess greater resilience. Stocks with high MSCI ESG ratings have had lower financial drawdowns during crises compared to their market-capitalization-weighted parent index.

Sustainable Investing: Shaping the Dialogue

Companies with higher environmental risks-including heavy carbon polluters, waste emitters, and poor water management-are facing greater scrutiny. At the same time, client demand is shifting to ESG, and the conversation is changing.

These questions can serve as a launching point for advisers to help clients seize new opportunities and mitigate investment risks.

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Today, the surge in green investing has been compared to the dot-com boom of the 2000s. Back then, the internet was anticipated to radically reshape economies. Many companies fell to the wayside, and now 20 years later, tech stocks currently make up roughly 40% of the S&P 500 by market capitalization.

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A five-year study has found AFL players are likely returning to play from concussion with high levels of damaged brain cells, putting them at risk of long-term harm, even though they might feel fine.

The research shows concussion effects last longer than previously thought

Some players may be returning before their brain has recovered

Researchers believe tests for a protein in the blood could determine when a player is safe to return to play

The Monash University study of concussed Aussie Rules players found on average they showed no ill symptoms after a week.

However, analysis of their blood showed their brains had released elevated levels of the protein Neurofilament light (NfL), which is evidence of damaged brain cells.

Even more worrying was that the levels of NfL had doubled a week after the concussion and tripled after two weeks, all while players' symptoms had subsided.

Study author Stuart McDonald warned players were at risk when they played again in that state.

"If players return to play whilst these levels are still elevated, that may indicate that the brain is in a highly vulnerable state," he said.

Former Collingwood and Brisbane player Jack Frost suffered 14 concussions in his AFL career and is painfully aware of the impacts, he suffers from memory loss and has forgotten key moments in his life.

"My partner asked me a while ago, 'Can you remember our first date?' and I just couldn't recollect it," Frost said.

The 28-year-old is sensitive to noise, finds cafes problematic, has mood swings and can't handle any physical activity more strenuous than a light walk.

"I can't exercise or get my heart rate up at all without getting headaches and feeling like I'm in a fog or getting head spins or dizzy," he said.

"I struggle to go to sleep, stay asleep, I wake up all the time so therefore in the mornings I wake up and feel super lethargic."

Frost welcomed the findings of the study and said he wished he had access to the information during his 56-game career.

"It doesn't surprise me one bit and I've sort of always thought it doesn't matter how bad your head knock is, you should at least give four weeks rest because it's just not worth it in the end," he said.

New test could aid safer return to play

The Monash study, published in the journal Biomarker Research, carried out baseline blood testing on between 100 and 200 Melbourne University Blacks players in pre-season each year from 2017 to 2019.

The researchers then followed up with further blood tests and MRI scans for the 28 that suffered a concussion.

It found on average NfL levels were double the player's baseline figures after one week. After a fortnight, they had increased three-fold. Players were not tested after that time.

Dr McDonald said Monash research into other sports showed elevated levels of NfL are still prevalent one month after a concussion.

"Some players may be returning to play before the brain has recovered and potentially is still in a vulnerable state," he said.

"Repeated concussions can have cumulative effects and these can result in worsened and potentially long term outcomes for players who sustain repeated concussions."

In the AFL, players who have suffered a concussion generally return to play one to two weeks after the incident.

The presence of NfL has raised concerns players are returning to play too quickly, but researchers also believe it can provide a breakthrough.

"It's very difficult to actually establish when a player has recovered from concussion and it's completely reliant on self-reporting of symptoms," Dr McDonald said.

"This protein in the blood (NfL) may be able to actually indicate when the brain has recovered and therefore may be used as an objective tool to guide when it is safe to return to play."

'I think that it needs to be taken out of even the AFL's hands'

After spending six years in the AFL system, Jack Frost believes decisions about whether a player is fit to return to play after a concussion shouldn't rest with the player, the club or even the AFL.

"I think that it needs to be taken out of even the AFL's hands. It needs to be passed on to some sort of governing body that has specialists and can treat everyone with the same tests, make them run through the same tests and make sure that they actually are OK," he said.

"If you do that it gets rid of so much grey area from the club's perspective, from a player's perspective, from peer pressure, from family pressure and there's no excuses then and there's no hiding from it, there's no fluffing of results.

"I think the measures that are in place to treat and manage concussion [in the AFL] aren't where they need to be.

"They need to treat it as someone's life, not just another injury."

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Study finds concussed AFL players likely returning with damaged brain cells

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A five-year study has found AFL players are likely returning to play from concussion with high levels of damaged brain cells, putting them at risk of long-term harm, even though they might feel fine.

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Robots aren't replacing everyone, but a quarter of U.S. jobs will be severely disrupted as artificial intelligence accelerates the automation of existing work, according to a new Brookings Institution report.

The report, published Thursday, says roughly 36 million Americans hold jobs with "high exposure" to automation - meaning at least 70 percent of their tasks could soon be performed by machines using current technology. Among those most likely to be affected are cooks, waiters and others in food services; short-haul truck drivers; and clerical office workers.

"That population is going to need to upskill, reskill or change jobs fast," said Mark Muro, a senior fellow at Brookings and lead author of the report.

Muro said the timeline for the changes could be "a few years or it could be two decades." But it's likely that automation will happen more swiftly during the next economic downturn. Businesses are typically eager to implement cost-cutting technology as they lay off workers.

Some economic studies have found similar shifts toward automating production happened in the early part of previous recessions - and may have contributed to the "jobless recovery" that followed the 2008 financial crisis.

But with new advances in artificial intelligence, it's not just industrial and warehouse robots that will alter the American workforce. Self-checkout kiosks and computerized hotel concierges will do their part.

Most jobs will change somewhat as machines take over routine tasks, but a majority of U.S. workers will be able to adapt to that shift without being displaced.

The changes will hit hardest in smaller cities, especially those in the heartland and Rust Belt and in states like Indiana and Kentucky, according to the report by the Washington think tank. They will also disproportionately affect the younger workers who dominate food services and other industries at highest risk for automation.

Some chain restaurants have already shifted to self-ordering machines ; a handful have experimented with robot-assisted kitchens .

Google this year is piloting the use of its digital voice assistant at hotel lobbies to instantly interpret conversations across a few dozen languages. Autonomous vehicles could replace short-haul delivery drivers. Walmart and other retailers are preparing to open cashier-less stores powered by in-store sensors or cameras with facial recognition technology.

"Restaurants will be able to get along with significantly reduced workforces," Muro said. "In the hotel industry, instead of five people manning a desk to greet people, there's one and people basically serve themselves."

Many economists find that automation has an overall positive effect on the labor market, said Matias Cortes, an assistant professor at York University in Toronto who was not involved with the Brookings report. It can create economic growth, reduce prices and increase demand while also creating new jobs that make up for those that disappear.

But Cortes said there's no doubt there are "clear winners and losers." In the recent past, those hardest hit were men with low levels of education who dominated manufacturing and other blue-collar jobs, and women with intermediate levels of education who dominated clerical and administrative positions.

In the future, the class of workers affected by automation could grow as machines become more intelligent. The Brookings report analyzed each occupation's automation potential based on research by the McKinsey management consulting firm. Those jobs that remain largely unscathed will be those requiring not just advanced education, but also interpersonal skills and emotional intelligence.

"These high-paying jobs require a lot of creativity and problem-solving," Cortes said. "That's going to be difficult for new technologies to replace."

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Over 30 million U.S. workers will lose their jobs because of AI

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Robots aren't replacing everyone, but a quarter of U.S. jobs will be severely disrupted as artificial intelligence accelerates the automation of existing work, according to a new Brookings Institution report. The report, published Thursday, says roughly 36 million Americans hold jobs with "high exposure" to automation - meaning at least 70 percent of their tasks could soon be performed by machines using current technology.

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There is a new and every growing trend where women are choosing lower paying and smaller jobs because of the fact that larger corporations have proven to be male dominated and because of this these women would rather have a lower paying job than work with the men in these companies

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By introducing the non-wage outcome of paid maternity leave it builds up a strong relationship with the employees, showing that the company cares about them.  It may also provide a good face for the company which invites more people to use their service.

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In this example non-wage outcomes are important in providing "fun diversions" for the employees. These diversions are things like certain perks at the company or healthcare on campus.
These non-wage outcomes are non-monetary benefits that employees receive. They are used in order to entice employees to work for a particular firm or industry.