Travis Kalanick’s fall from grace has been swift and emphatic. Once seen as the leader of a transportation revolution and the expanding gig economy, this year the co-founder and former CEO of Uber became better known for his company’s toxic culture.
Corporate America just can’t stop talking about the “D” word.
By that we mean diversity, of course. Gone are the days when the word was only dropped once or maybe twice a year in a half-day, compliance-driven session; now it’s top-of-mind for both employees and executives.
We’ve seen company after company struggle with crises that, at their very core, are crises of culture.
What’s becoming more and more apparent to us and to the people we work with is that these companies—and the people who work for them—don’t know what to do when these things happen.
If you had met Nathan Egan in 2014, you would have thought he had it all. He was married to his best friend. He had three healthy children. He was the CEO of PeopleLinx, a successful software business that had just raised millions of dollars in funding.
But then things fell apart.
“In this world where you can transform the self and have any experience a human being can fathom, what are the consequences to the self? What are the consequences to society?” Jeremy Bailenson, founding director of Stanford University’s Virtual Human Interaction Lab on the impact of Virtual Reality.
The snow from a recent blizzard has not quite melted and Natalie Egan arrives to meet me at her tiny WeWork office late and visibly flustered, apologizing profusely as she drags a wheelie suitcase for a trip to visit her children in Philadelphia...
At Translator, where our mission is to deliver empathy and equality to all institutions, we think about empathy a lot...