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Slightly under 10 years ago, when I reviewed a new Apple MacBook, I devoted a surprising percentage of my wordage to its port. Yes, portit had only one. The sleek, minimalist laptop was one of the first devices in the world to sport USB-C, a new type of wired connectivity that carried both power and data over a cable with a slim, reversible connector. USB-C held the potential to replace pretty much all the other ports then in use on phones, tablets, laptops, cameras, headphones, and other gadgets. At the time, they included USB in its familiar, full-size form (officially known as USB-A), multiple variants of Micro-USB and Mini-USB, myriad proprietary power jacks, and on and on. If Apple could be convinced to phase out Lightningwhich USB-C, with its reversible connector, resembledthe new standard really would be the standard. I was giddy over the prospect of having only one type of cable in my life. That didnt happen overnight, or even within a few years. But today, I own only one device I use on anything like an everyday basis that requires me to make special provisions for its cable: my Apple Watch Ultra 2, which uses a magnetic charging puck. (Full disclosure: I occasionally haul out my old Nintendo 3DS handheld, which charges via a proprietary cable.) No doubt: USB-C has been a huge advance for my productivitynot just over previous forms of USB, but also even earlier technologies whose connectors look comically oversized and clunky in retrospect and sometimes even needed to be screwed into place. Just ending the days when I had to examine a cable closely to determine if I was holding it right side up for insertionMicro-USB, you were the worst!has been a joy. Last week, I even bought a tiny USB-C cable and put it on my keychain, so Im never without it when I want to transfer photos from my camera to my phone. In principle, I could always move them over via Wi-Fi, but USB-C remains much, much faster and more reliable. Still, the technology hasnt accomplished everything its theoretically capable of doing. For one thing, the version that arrived in 2015 turned out not to be the last wired connectivity standard anyone would ever need. There are now multiple flavors of USB-C, all sharing the same connector but varying considerably in capabilities. Over at Wirecutter, youll find Fast Company contributor Jared Newmans comprehensive review of USB-C cables. Along with providing buying recommendations, it steps through the details on USB 2.0, USB-C 3.1 Gen 2, and USB4 as well as Apples Thunderbolt, which isnt USB-C at all but uses the same connector. Distinguishing between all these variants matters if you care about data-transfer speeds. If youve got power-hungry devices and want them to charge quickly, you also need to pay attention to the wattage of the cable and the power brick you plug it into. For an even deeper dive into USB-Cs mysteries, I recommend this 2021 TidBits article by Glenn Fleishman, another Fast Company contributor. Its titleUSBefuddled: Untangling the Rats Nest of USB-C Standards and Cablescleverly conveys just how complicated the topic is. Before I revisited Jared and Glenns stories while writing this newsletter, I was more or less happy plugging any USB-C cable I had handy into whatever device I needed to hook up for charging or data transfer. Now Im obsessed with the possibility that Im slowing down stuff by using inadequate cabling. (USB4 cables and some USB-C 3.1 Gen 2 ones have specs printed on the connectors to indicate what they can do, but none of my cables seem to bear this essential information.) Theres another way in which USB-C has underperformed its potential. In theory, its universal adoption should make for a more sustainable tech ecosystem since it reduces the need to have on hand a zillion cables with different connectors. The European Commission certainly sees the technology as more Earth-friendly: As Apple admitted, to satisfy EU regulations, the company had to ditch Lightning for USB-C starting with 2023s iPhone 15. Apple could assume, but doesn’t, that everyone who buys a new iPhone already has a sufficient collection of USB-C cables; the company still includes one in every box. It does the same with AirPods Pro and iPads. Many other makers of USB-C devices also throw in a cableeven bargain-basement items like an $8 UV light I recently purchased. The bottom line is that Ive ended up with way more USB-C cables than I need, many of questionable quality. Having failed to figure out how to donate them to an organization that might put them to better use, I periodically drop off the crummier-looking onesand those that have failed altogetherat a local recycling center. Thats better than dumping them in the trash, but it doesnt seem great. I do envision a day when I dont own a humongous quantity of USB-C cables. At home, a half-dozen good ones might satisfy my needs; maybe slightly more if I keep some at the office and stow a couple in my suitcase. My brilliant new game plan is to only buy USB4 cables henceforth, regardless of whether I need them in any particular plugging-in context: Theyre more expensive, but also a hedge against obsolescence. For now, my cable clutter abides. I still have an orange toolbox stuffed with so many cables, its lid has snapped off. They include a few USB-C ones but also earlier types with a multitude of connectors, just in case I need them to connect something like an old iPhone or hard drive. Tangled and random, this thicket of obsolete technology sits in my garage, embarrassing me every time I walk by. May the day come when I can wave it goodbyeor at least winnow it down to fit in a shoebox. Youve been reading Plugged In, Fast Companys weekly tech newsletter from me, global technology editor Harry McCracken. If a friend or colleague forwarded this edition to youor if youre reading it on FastCompany.comyou can check out previous issues and sign up to get it yourself every Wednesday morning. I love hearing from you: Ping me at hmccracken@fastcompany.com with your feedback and ideas for future newsletters. Im also on Bluesky, Mastodon, and Threads. More top tech stories from Fast Company Why AI chatbots are so unbearably chattyJust like us, AI tends to talk too much when they dont know the answer. Read More The iPhone 16e doesnt have MagSafeand thats a problemApples magnetic charging system is its biggest breakthrough in years. Read More What to know about Apples biggest-ever U.S. investmentThe iPhone maker plans to pour billions of dollars into new manufacturing facilities, research and development, and machine learning research. Read More Anthropics new Claude AI model can decide between speed and deep thinkingThe Claude 3.7 Sonnet model beats other leading thinking models in some key benchmarks.Read More Comedians are turning to LinkedIn to find a new audienceComics like Ben Sweeny are bringing satire to the buttoned-up world of LinkedIn, proving that workplace humor has a place on the job networking site. Read More The best apps to find new booksFrom Libby to BookBub, these tools will get you thumbing through your next great read in no time. Read More
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E-Commerce
The contributions of Black Americans built the nations economic foundation, sustained industries, and shaped countless communities. Yet, even today, disparities in the workplace persist, limiting the opportunities available to Black professionals, which has been exacerbated by the recent White House Executive Order to terminate all Federal DEI programs and positions. Black employees comprise 12.8% of the workforce but hold just 7% of managerial positions. In senior leadership, representation drops to 45%. These numbers are beyond dismal and reveal more than gaps in representationthey reflect systemic barriers that prevent Black talent from reaching their full potential. Yet despite the intention of DEI programs to gain access to the many talents and skills of the Black community, a false narrative has been created that DEI gives unfair advantages to Blacks and people of color. When the reality is that Black Americans have not been the greatest benefactor of DEI compared to white women and other minority groups. Its clear the contributions, abilities, and innovations that Black employees bring to the workforce will continue to be underutilized and untapped. This is exacerbated by the lack of recognition of Black talent, which needs to be leveraged and harnessed effectively as a critical part of the global talent pool to develop and maintain a high-performing workforce and ensure the best and brightest regardless of differences are given access to opportunities. Unfortunately, this is not the first time in history where Blacks have been denied access to education, jobs, and opportunities. Despite this, the impact of the Black worker has strengthened America and cannot be denied. Statistics or examples alone cant capture the full picture. Each number, reference, and invention represent a person with dreams, ambition, and a relentless drive to succeed. This story is about resilience, transformation, and the potential for change. A legacy of resilience and the current reality The history of African Americans in the workforce is deeply rooted in resilience, ingenuity, and advancement. From domestic laborers and factory workers to trailblazers who were innovators that changed the face of modern medicine and technology to savvy business leaders that enacted a difference style and approach to driving business impact and changeeach generation has elevated themselves by challenging and overcoming the stereotypes and ill-fitted beliefs of our community to persevere and progress. Through mentorship, networking, and sharing past and present experiences, Black employees have paved the way to build upon our achievements and we understand of how to navigate during uncertain times. These insights have given us the value of hard work, and the belief that the pursuit of excellence will eventually break down barriers and open doors. This mindset has shaped how I and many other Black professionals show up in the world and maintain a core responsibility to educate, inspire, and share our career journeys and paths to create opportunities for others. Throughout my professional career, Ive had countless conversations with Black professionals who share their experience about being the only one in the roomwhether in leadership meetings, boardrooms, or professional networks. They describe how exhausting it can be to always advocate for their community, lead their work while also pushing for change for other marginalized groups. This places an immense mental, emotional, and psychological burden placed on Black professionals that often leads to burnout because of expectation of being a martyr and savior to everyone while not having support for safety themselves. Barriers to advancement Black professionals face several barriers that continue to stall career advancement: Access to networks: Many Black employees lack access to the informal networks and sponsorships that are essential for career growth. Representation at the top: Without Black leaders in senior roles, companies may find it more difficult to identify and recognize Black talent as viable for leadership positions. Limited support for risk and recovery: Mistakes are often treated as failures rather than learning opportunities, leaving Black professionals with few support systems and little room to develop, experiment, and grow. These barriers go beyond missed opportunities, undermining morale and increasing turnoverthey touch upon the absence of a core belief that theres expectation for them to succeed. Solutions that work To build workplaces where Black talent thrives, organizations need to move beyond performative gestures and commit to systemic change. 1. Activate AllyshipMentorship is valuable, but advocacy and being an ally for someone is transformational. Organizations must actively connect their senior leadership with the top talent in their organizations and despite their differences, identify and eliminate obstacles for them to develop and progress. This includes demonstrating and promoting behaviors that advocate, recognize, and highlight the skills and abilities of high performing Black talent. 2. Build Pathways for GrowthLeadership development programs, cross-functional training, and stretch assignments create pathways for advancement. Companies should focus on ensuring Black employees have access to these training, developmental opportunities, and projects that challenge them and give them exposure for them to have their skills realized. 3. Create Environments for ThrivingRetention requires more than onboardingit requires intentional support. This includes creating a psychologically safe environment for all employees and especially Black employees during this tumultuous time that allows them to feel a sense of belonging and to contribute fully. How to build the future During these times, we need to uplift and magnify examples of companies and organizations making meaningful strides to maximize the full potential of their talent pool, including Black talent. Organizations like the Executive Leadership Council and the National Black MBA Association continue to create opportunities for Black professionals to connect, grow, and excel. Progress is possible when leading through purpose, values, and behaviors. Organizations can and should invest in people and prioritize inclusive environments that allow everyone to grow, develop, and succeed. The strength, ingenuity, and impact African Americans have had in the history of labor will continue as each generation embraces the essence, spirit, and energy from that which we come from. We areour ancestors wildest dreams and will continue to build upon their legacy to elevate, improve, and advance. This Black History Month, let us honor it by asking hard questions to which we must lead the solutions: How are we building pathways for Black professionals to contribute fully and lead? In what ways do our systems support growth, or create barriers for Black professionals? What are we doing today to ensure the next generation has similar or greater opportunities? Establishing an inclusive, psychologically safe, and collaborative workplace goes beyond meeting quotas or fulfilling obligations. It demands environments where everyone feels they belong, where their abilities are recognized and acknowledged, and where potential is nurtured to its fullest. The future of work thrives when we recognize that talent exists everywhere, and we should fight hard to ensure it has the opportunity to flourish.
Category:
E-Commerce
Welcome to Pressing Questions, Fast Companys work-life advice column. Every week, deputy editor Kathleen Davis, host of The New Way We Work podcast, will answer the biggest and most pressing workplace questions. Q: Should I take my DEI work off of my résumé?A: This is such a timely question and such a fraught one. In the last month, President Trump has issued a flurry of executive orders dismantling DEI initiatives in the federal government, military, and public schools. Trump also revoked an executive order from 1965, which addressed discriminatory hiring practices across federal contractors, and in the same executive action, he directed federal agencies to open investigations into private sector companies to end DEI programs that constitute illegal discrimination or preferences. Add to all of that the 2023 Supreme Court decision overturning affirmative action, which sparked a wave of lawsuits from conservative activists aimed at DEI efforts across the public sector and private companies. Given all of this, its not surprising that a lot of companies are renaming, scaling back, or ending their diversity programs. So in this climate, I understand the inclination to remove or downplay your DEI work on your résumé if you are looking for a job.But, as someone who has covered the evolution of DEI work and understands how crucial it is to employee well-being, team dynamics, innovation, and company success, I would never advise anyone to downplay their DEI work on their résumé. Why it’s a mistake to hide your DEI work Aside from the moral imperative to stand behind this important work, its just never a good idea to lie on your résumé. Leaving off your work on an employee resource group, for example, may feel more like a borderline omission. But if your job title included DEI, changing it or leaving it off of your résumé is a deceit that is easy for a future employer to discover. The other reason why I think its a mistake to remove mentions of DEI work from your résumé: If this is work thats important to you, do you really want to work for a company that wouldnt hire you because you worked in DEI?All of that said, Im not naive about the need to find a job if you are out of work. Ideally we could all feel connected to our companys mission, but in an environment where businesses are afraid of legal retaliation, that can difficult. While I dont think you should alter your résumé to remove your past DEI work, you can use your cover letter to address the current climate and how those same values can still have a place at companies. Pivot to Belonging and Culture Fast Company contributor Mita Mallick says that she sees some DEI work being rebranded as Belonging and Culture. While some leaders may feel uneasy about continuing to use the words diversity, equity, and inclusion, belonging can spark more feelings of comfort. When we feel like we belong in our workplaces, we are happier and more engaged, Mallick says. If you previously did DEI work on an HR team, a belonging and culture role pivot to do similar inclusion work by helping with onboarding experience for new hires, employee engagement, employee surveys, and employee resource groups. Expand hiring pool If a company wants to shy away from outright diversity hiring initiatives there are still ways to widen the applicant pool: removing degree requirements, widening where jobs are posted, removing biased phrases from job ads, opening up jobs to remote candidates, and more. Signaling that you are versed in these best practices to find untapped talent, will make you more valuable for open HR roles.Things are complicated and changing fast. Heres some further reading about the current state of DEI: SCOTUS overturns affirmative action: What it means for workplace DEI This is how DEI will change in 2025 DEI in the Trump era: Whats at stake for you and your workplace? How companies can keep doing DEI work, despite Trumps executive orders
Category:
E-Commerce
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