On being the only Arab on the New Yorker's editorial staff
Sep. 19th, 2025 08:30 am![[syndicated profile]](https://www.dreamwidth.org/img/silk/identity/feed.png)
Here's the plan: every Friday, let's recommend some people and/or communities to follow on Dreamwidth. That's it. No complicated rules, no "pass this on to 7.328 friends or your cat will die".
It’s four answers to four questions. Here we go…
1. We’re supposed to do enneagrams at a company retreat
I work at an organization with 100+ employees. We gather periodically for company-wide retreats. We have done this in the past with various professional learning opportunities. This time we were asked to fill out an enneagram survey that would be facilitated in conversation about “what truly drives you and how to apply that to your job.” I find it to be mumbo jumbo and about as scientific as astrology. I took the quiz and found myself increasingly uncomfortable with the questions and rigor of the survey.
How can I share this with management? How can they create alternative options for those of us who do not want to participate in such a session? Am I totally off-base here in my discomfort with this in the work setting?
You’re not off-base; it’s pseudoscience. Some people don’t really care about that; they figure it’s the equivalent of a Buzzfeed quiz and they have fun with it without putting a ton of weight on the results or they find it an interesting tool for self-reflection. But it’s legitimate to dislike it and to be annoyed if your workplace is spending time on it and putting real weight on the results. Moreover, materials about the enneagram can have a religious slant (sometimes a Christian one, while other branches of Christianity strongly object to it — either way, a problem at work).
At a minimum, you should point out the religious angle and ask if people can opt out.
2. My employee’s posts on LinkedIn make me worried that he might be violating our company AI policy
I have a question about my responsibility as a manager when one of my direct reports may or may not be violating our company AI policy. Like a number of other companies, we have an internal instance of Microsoft Copilot enabled that keeps data internal, and are permitted to use it (but no external tools).
Recently, I saw a LinkedIn post from one of my direct reports (he added me as a connection when he started the job), talking about a number of generative AI tools he has been using. I know he has a lot of hobby code projects that are completely independent of his job (he posts about them on LinkedIn often), and of course he is allowed to use whatever tools he pleases for those. What gives me pause is that this post talks specifically about generative AI tools for data analysis, which is a core function of his job.
It’s impossible to tell from the post whether he is talking about a personal project or his work, but it could be about either — it was a description of how he likes to use certain tools. If he’s using it for work, it’s a violation of our AI policy, and he does work with patient data (deidentified, so no PHI, but still concerning). I don’t want to overstep and grill him over his LinkedIn activity if it’s just for a personal project, but the possibility that he may be using it for work is concerning.
As his manager, I feel like I have to do something, but what is the correct course of action? Do I start by asking him? Do I start by reaching out to our go-to person for the AI policy (who I do have a strong working relationship with) to ask for guidance?
In case it makes a difference, he also drops the ball quite frequently on some bureaucratic things. For example, he failed to reset his password when it was expiring because he thought that the email telling him to do so (from an internal IT email address) was spam. I wouldn’t be surprised if he doesn’t realize that we have an AI policy, even though it is available on our intranet and must have been communicated when he started the job.
Just ask him! You didn’t go snooping and come across his mention of AI in a shady way; he connected to you on LinkedIn and posted it about there. You can just mention what you saw and ask about it: “I saw your post on LinkedIn talking about generative AI tools you’ve using. It’s pretty interesting! I did want to ask if you’re using any of them in your work here, and make sure you know the details of our policy on AI.”
3. Intern can’t shake hands with men
We had a grad practicum student in our office this summer, and she is Muslim (and wears a hijab) and tries not to touch men. This is easy to manage in our office, but during partnership events she found herself shaking some men’s hands even though it made her uncomfortable.
How I could have made these events smoother for her and our partners? Are there lines I could use while introducing her that indicate she prefers not to shake someone’s hand, or lines she could use herself? In the future, I would brief our partners quietly about it, but that’s not always possible. Our sector is very empathetic so no one will mind, but being junior and a minority led her to feel pretty awkward during these interactions regardless of whether she shook a man’s hand or politely declined to.
A lot of people who don’t shake hands for religious or other reasons develop a physical signal that deters the handshake while still conveying warmth (which, after all, is the point of the handshake, so a warm substitute really helps). A lot of religious people with this restriction will put their right hand over their heart and bow their head a little. If someone seems confused by that, they can say, “I don’t shake, but it’s lovely to meet you” (or “to see you” if they’ve met before).
If she’s going to do that, it will be easier if she does it with everyone, not just men. In a workplace setting, you really want to treat men and women the same, which means that if you have a restriction for one sex (whether it’s not shaking their hand or not being alone with them), it’s better to apply it to everyone.
4. What’s a professional way to say “it’s been one thing after another”?
It’s been a challenging few months, and I’m significantly behind at work. Things are starting to get better and I’m catching back up, but I have no idea what to say to people (if anything) about the communication delays and other dropped balls. My supervisor is in the loop, so this is more about communicating with coworkers and stakeholders.
In short, during a three- or four-month period, my tires were slashed three times (likely a hate crime but that’s not 100% clear), I bought a house for the first time (it ended up requiring some surprise repairs), I moved, and my pet died. Throughout these events, I seem to have consistently underestimated the level of physical and emotional exhaustion that would result, and the toll it would take overall. I took a lot of PTO, some planned and some not, and even while at work I was often distracted and not doing my best.
According to my supervisor, “this is the ebb and flow of life” but even if that’s true it seems rude to say that to people who have been inconvenienced by my “ebbing.” Citing “personal issues” seems too vague and open to interpretation, but I might be overthinking it.
Is there something quick and respectful I can say that doesn’t get into all the details but does somehow convey that I was Going Through Things But Now I’m Getting Back on Track? I feel “stuck” catching up on certain areas because I can’t figure out the first sentence for my extremely late email responses.
“I’m so sorry for the delay on this — I’ve been out quite a bit dealing with a situation that should be under control now. Let me get you the answers you were waiting on.” (Adjust last sentence to fit whatever the context is.)
Or: “I’m so sorry for the delay on this — I’ve needed to be out quite a bit so I’ve been in triage mode, and I apologize for not updating you.”
That’s it, truly! These options cover a whole variety of possibilities, shares the part that’s relevant, and is the right lead-in to whatever comes next (whether that’s getting the person info they’d asked for, figuring out next steps for a project, or so forth).
Related:
how do I hold it together at work during a personal crisis?
The post enneagrams at a company retreat, intern can’t shake hands with men, and more appeared first on Ask a Manager.
It's time to play the music, it's time to light the lights
Kermit
13 (44.8%)
Fozzie
6 (20.7%)
Gonzo
7 (24.1%)
Miss Piggy
5 (17.2%)
Animal
9 (31.0%)
other / none / what?
9 (31.0%)
ticky-box full of I keep biting my lip, ow
7 (24.1%)
ticky-box full of paper tigers prowling stripily through their 2D jungle
12 (41.4%)
ticky-box full of Yuletide nominations
9 (31.0%)
ticky-box full of so many WIPs, so little time
9 (31.0%)
ticky-box full of hugs
20 (69.0%)
A reader writes:
For the bulk of my working life, I’ve been a very low-level lawyer in Washington, D.C. who managed to scratch my way into a few government contracts with the Department of Justice over the years. This definitely wasn’t my dream (poetry is … sigh), but things worked out this way and mostly it’s been okay.
After using your book (which was great), I was eventually hired full-time by another agency last December, but DOGE killed my position very shortly afterwards before I even finished onboarding, and since then I’ve been scrambling, since the whole legal ecosystem in D.C. is a mess and jobs have vanished.
Recently, a couple positions at DOJ were advertised on a normal, generic online job board. Advertised were Law Clerk I (lower) and Law Clerk II (higher) jobs in a non-evil DOJ division, on a project that was slated to go multiple years. It sounded so promising.
The company advertising the positions put themselves forward as a recruiter, and after a very lengthy back-and-forth (where my correspondent very clearly didn’t understand the norms of the government contracting world) and a call with the prime contractor (a major international consulting company), I was submitted and approved for the higher position. I was then surprised to discover the recruiting company was also the subcontractor and would be my immediate employer.
Well, okay … the prime contractor said they were desperate to hire several dozen attorneys, so maybe they partnered with a new-to-the-field company to get it accomplished on schedule.
After that phone call, the usual background checks and everything were pushed very rapidly. I got seemingly legitimate emails from the prime contractor and also the Department of Defense to fill out the usual security forms; the links in the emails all went to legitimate websites, so I felt fine with continuing.
Then everything came to a crashing halt this morning: the recruiter/subcontractor sent me the official offer letter … but it had the job title of the higher position and the pay rate of the lower position. The pay discrepancy between Clerk I and Clerk II is large — about $72K a year and $93K a year.
It felt like a simple miscommunication, so I replied politely asking for a correction. No, their HR said, that’s the rate. It can’t be negotiated — you already agreed to this.
Well, no, I didn’t. Their HR pointed to an email where I acknowledged the lower rate … as part of a general acknowledgement that there were two positions available. As in, I said, “Yes, I understand there is also a Law Clerk I position that pays X rate per hour.” But then I was submitted for Law Clerk II, and my call with the prime contractor was even titled “Call About Law Clerk II position.”
On top of the rate switch, the medical coverage was abysmal. So I declined to sign the offer letter and asked for an evening to consider my options and think it over.
Well, then I started getting spammed with urgent-sounding texts and calls from employees of all levels at this subcontractor, all asking me to talk this over. Some employees I had never even met or communicated with before!
It began to feel very scammy, and I told them the urgency seemed inappropriate. I talked to friends and family — all while still getting these texts, calls, and emails despite asking for space — and eventually decided I didn’t like the feel of this.
So I emailed the most senior-seeming employee that I was withdrawing from the position. Which was met with a reply, “Can I have a few minutes on the phone to clear this up?”
Everyone I’ve asked says this sounds like one of two different scams. The Long Con would be to hire me and bill me to the prime contractor at the higher rate, but pay me at the lower one and pocket the difference (not unheard of).
Or, scarier, The Truman Show, where the entire job was fabricated and designed to steal as much of my info as possible during the “onboarding” and that even my call with the prime contractor manager was faked. I’m really hoping it wasn’t this one, since it would mean they figured out how to fake government and corporate websites and security forms, which I dutifully filled out.
But underneath these scam theories is a nagging feeling that maybe I’m the one who misread things here?
Do recruiters or subcontracting companies normally invest so heavily in contract workers? I’ve never had multiple employees of a company text, call, and email me so heavily in quick succession to urgently “talk through” what seems like a simple mistake.
I’ve also never had a company insist I had agreed to a lower pay rate and then dig in their heels when I proved I didn’t.
What’s more: in the time it took to write you this email, they sent me an update where now they are happy to pay the higher rate and can “work something out” about the horrible medical coverage.
Am I going crazy, or is something going on here that is less than legitimate?
Something is weird here.
If you got legitimate emails from the government agency, I don’t think it’s a scam … but you should check the real sender of those emails; the “from” field can be spoofed, but the raw source data of the email can’t be, so look at that.
They may indeed be billing for you at a higher rate while paying you the lower one but, as you note, that’s a thing that happens — and it’s not the same thing as an identity theft scam or similar.
And unfortunately, it is sometimes a thing that a company will pull a bait and switch on what job they’re offering — leading you to think you’re interviewing for a higher level position but then offering you a lower-paying one.
But what’s really weird is the extraordinary high-pressure sell to get you to accept the job. Texts and calls from multiple employees there, even people you’d never talked to before? That’s not normal.
It’s possible that you have a hard-to-find skill set that’s crucial to them being able to staff their contract … but if that’s the case, the obvious next move for them would to offer you the higher-paying position, not to have scores of employees blow up your phone.
I don’t know what’s going but it’s odd, for sure.
You might as well talk to the most senior-seeming person who asked to talk about you withdrew and hear them out. Who knows, maybe they’ll say something that changes the way this looks.
But after that, if you’re considering moving forward, make sure you do a lot of research on the subcontracting firm … ideally including talking to the prime contractor again, preferably with you calling them at their publicly listed corporate number so that you’re sure of who you’re talking to. I’d also run the whole thing by anyone you know who’s part of the federal contracting world in D.C. (which is not me) and get their take, as well.
The post I turned down a bait-and-switch job offer and now they’re blowing up my phone appeared first on Ask a Manager.
Employment lawyer Robin Shea published a piece at legal analysis site JD Supra about my recent Slate column on mandatory “fun” at work — and she delved into the legal implications for employers. She points out that pressure to participate in things like escape rooms, sports, and yoga can give rise to legal issues around disability, pregnancy, age, and religion, as well as workers comp claims and wage and hour claims, and she offers advice to employers. It’s an interesting read.
The post can team-building get you sued? appeared first on Ask a Manager.
With streaming, because the wait between seasons is so long, we no longer get these (admittedly sometimes rather demented) workarounds anymore. Or as one person on Bluesky put it: "If you can just tell the story you want to tell with the actors you have with whatever running time you want, it's not TV, it's a movie."
Thoughts? Do you miss the imposed responsiveness of pre-streaming TV? Do you have any favourite (or not so favourite) examples of plot lines that came about because of real life events involving the actors or other aspects of the show (e.g. budget issues)?