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Articles by Smith Professor
An iced coffee won’t predict job performance — but it might reveal hiring bias
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An iced coffee won’t predict job performance — but it might reveal hiring bias
Imagine two candidates with identical qualifications interviewing for the same job. One arrives carrying a bottle of water, while the other walks in with an iced coffee. Should that difference matter? A recent TikTok from an American recruiter argued that it can. Discussing Gen Z candidates, Wehniainen said arriving at a corporate interview with an iced coffee can make someone appear too casual, as though the interview were simply one more errand in the day.
The future of work - according to Generation Z - is purposeful, digital and flexible
The rise of “conscious unbossing” One notable trend within Gen Z is the preference for collaboration over authority. A recent survey reveals that nearly half of Gen Z professionals favour promotions that do not entail supervisory responsibilities. This reluctance stems from the perceived drawbacks of traditional leadership roles, including heightened stress, rigid scheduling and diminished autonomy.
The future of work — according to Generation Z — is purposeful, digital and flexible
As Generation Z — those born between 1997 and 2012 — enters the workforce in growing numbers, Canadian employers are encountering a cohort whose expectations and behaviours signal a fundamental shift from current norms. Gen Z grew up amid economic uncertainty, technological upheaval and heightened social awareness. Unlike millennials, who entered the job market with “great expectations” for rapid promotions and pay raises, Gen Z is more pragmatic.
The future of work - according to Generation Z - is purposeful, digital and flexible
By Eddy Ng, Smith Professor of Equity and Inclusion in Business, Queen's University, Ontario Gen Z’s priorities — flexibility, mental health and purpose — are reshaping what ‘good employment’ looks like, and if employers want to retain them, they need to listen. Read complete article © The Conversation -
How the 'model minority' myth harms Asian Americans
By Eddy Ng, Smith Professor of Equity and Inclusion in Business, Queen's University, Ontario May is Asian and Pacific American Heritage Month, a time when Americans celebrate the profound contributions of Asian Americans and Pacific Islanders - a group that is commonly abbreviated as AAPI - to U.S. society. It's also a time to acknowledge the complexity of AAPI experience.
For CEOs to promote diversity, they have to 'walk the talk'
By Eddy Ng, Smith Professor of Equity and Inclusion in Business, Queen’s University, Ontario In the business world, the adage often holds true: the buck stops at the desk of the chief executive officer. That’s the way accountability should work. But does the proverbial buck start there too? If CEOs set the course for corporate priorities, values and intentions, will the rest of the organization follow suit? CEOs have powerful leverage to drive organizational change — if they choose to use it.
How the ‘model minority’ myth harms Asian Americans
May is Asian and Pacific American Heritage Month, a time when Americans celebrate the profound contributions of Asian Americans and Pacific Islanders – a group that is commonly abbreviated as AAPI – to U.S. society. It’s also a time to acknowledge the complexity of AAPI experience.
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