![]() bus operator) and work their way to the top. At this point they are almost non-existent in large private sector firms, but it is still possible in a public transit agency for someone to start at the frontlines (e.g. Stories like Gail Evans’s rise at Kodak were always rare, but these stories were the exceptions that held up the dream of the US economy as a meritocracy. (I also heard a theory about the impact of federally required random drug testing for transit employees.) I think to solve the problem holistically, we need to understand the changes in the US economy illustrated by the NYT article and implement long-term solutions that reverse these trends. ![]() There are many possible other factors like increasing opportunities as delivery drivers who don’t need to interact with passengers. The problem of not enough bus operators existed before the pandemic, but as you can imagine the risk of COVID and increasing operator assaults makes the job even less attractive. Right now I am thinking about it in the context of the current crisis in the public transit sector to hire enough frontline employees, especially bus operators, which is causing service reductions across the country. Lucky for me, we are still talking about the article together! The article compares the career path of a Kodak employee, who started in the 1980s as a janitor and become CTO, to a person who works now as a subcontractor janitor at Apple without employee benefits or promotional opportunities, to illustrate how changes in corporate practices contributed to income inequality. I was responding to the question, “what are you doing today?”, and I said reading this article and thinking about how it applies to the public sector. In my second dating app message to my now partner I shared a link to this New York Times article.
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