Boston Globe

I’ve known plenty of people in toxic work environments: unrelenting hours, capricious bosses, lack of control. And I’m sure you have, too.

At first, when Kayak launched its new hybrid work policy in July, Vanessa Kafka was surprised how happy she was to be in the office.

Star gymnast Simone Biles withdrew from the Olympics in Tokyo, the biggest stage in world athletics, 24 years old and resolute.

Turmoil at ESPN is a reminder that there’s a chasm between what some white people say and how they really feel about equity and inclusion.

Managers hoping to lure employees into offices may find their youngest and newest staff are their strongest allies.

As the economy slowly recovers from the pandemic, businesses have been scrambling to hire enough workers to meet their reopening needs and the pent-up demand from patrons who want to go out again.

In “The hybrid workplace probably won’t last” (Ideas, May 9), Jon Levy cites an academic’s claim in 2006 that face-to-face interactions are necessary in the workplace. However, the fact is we did not have the Internet tools in 2006 that we have now.

Many people are convinced that post-pandemic corporate America will have a hybrid workforce, in which most people work from home and companies save on real estate and perks.

Google says it expects about 20 percent of its workforce to still work remotely after its offices reopen this fall, while some 60 percent will work a hybrid schedule that includes about three days in the office and two days “wherever they work best.”

Returning to the office will mean behavior modification

As the pandemic continues to wreak havoc on the economy, with job losses mounting, work norms upended, and employees fearful for their safety, the country’s next Labor secretary will be thrust into the spotlight as never before.