Author: Martina
Women often restart their careers after maternity leave: Flexibility is a key factor in returning to work
The latest findings from a survey conducted by the IPSOS agency for the organization Working Mothers reveal a concerning trend increasingly affecting Slovak women upon their return from maternity or parental leave. The results show that returning to their previous jobs is becoming a rare option for many of them. Nearly 60% of mothers find themselves in situations where they not only need to change employers but often also their position or even the entire industry. These findings highlight the growing pressure on the job market to provide flexibility and adaptability for mothers seeking to re-establish their careers after an extended absence. According to the survey, conducted from August 20 to September 3, 2024, and focusing on women aged 18 to 53, up to 57% of women reported changing employers after returning from maternity leave. This figure is alarming, as it was at 48% in 2022. Such career changes are becoming increasingly common, underscoring how vital it is for women to find employment that enables them to better balance work and family life. A longer career break complicates returning to the original job One of the key factors affecting women’s ability to return to their previous position is the length of maternity leave. “The standard in Slovakia is two children relatively close together,” explains career counselor Terézia Miháliková from the Working Mothers Organization. The survey revealed that women who have been inactive in the job market for more than three and a half years have minimal chances of returning to their original position. As many as 7 out of 10 of these women decided not only to change employers but also to switch professions, with half of them even changing their entire field. canva/ značky Kaspars Grinvalds Flexibility as a Decisive Factor For most women attempting to re-enter the workforce, the primary challenge is the lack of flexibility in work conditions. The survey revealed that nearly 80% of women see the lack of flexibility — not only in work hours but also in the workplace location and type of employment — as their biggest issue. Interestingly, the most desired option is a reduced work schedule of 60 to 80%, which allows mothers to better balance work responsibilities with family commitments. Read more: Entrepreneur Irina Arsene: Supporting someone can change their life The Consent Paradox and Its Negative Consequences Another issue women face after maternity leave is the so-called “consent paradox.” In the effort to obtain or retain a job, many women accept conditions that often exceed their actual capabilities. They apply for less qualified positions in hopes that these will offer greater flexibility. Additionally, they frequently agree to tasks beyond their original job descriptions. “Ironically, instead of achieving job stability, this approach leads to growing stress, which can have a devastating impact on family life and, in extreme cases, ends in resignation,”warns Patrícia Hirschnerová from the Working Mothers Organization. canva/sturti od autora Getty Images Signature A Challenge for Companies: How to Support Mothers Returning to Work The survey results indicate that Slovak companies still face the challenge of creating work conditions that reflect the needs of mothers. Whether it’s flexibility in working hours, the option to work from home, or changes in employment terms, it’s clear that companies need to better adapt workplace conditions if they want to harness the potential of this segment of the workforce. The survey suggests that the job market needs to adapt to the new demands brought by women returning from maternity leave. If companies learn to provide flexible working conditions, they can gain qualified and motivated employees who, with a better balance between work and family life, will perform better not only at work but also in their personal lives. The survey shows that although returning to work after maternity leave is often a major challenge for women, with the right conditions, these women can find a fresh start that benefits both them and their families. Photo: canva/ pixelshot
Important Topics and Unique Mentorship: Join Us for the Equal Pay Day Conference
In Slovakia, the gender pay gap remains a critical issue, with women earning on average 18.4% less than men. To address this disparity, Akčné ženy is organizing the Equal Pay Day conference—a unique event that aims to raise awareness, spark discussion, and empower women with the tools and knowledge to advocate for fair pay and career equity. This three-day event, running from November 7 to 9, will bring together experts, mentors, and participants from across Slovakia to share insights and strategies for closing the gender pay gap. For international attendees, the entire event will be translated from Slovak to English, ensuring an inclusive experience for a wider audience. A Platform for Change and Advocacy The Equal Pay Day conference provides an open space for discussions on topics that impact professional women in Slovakia and worldwide. Through workshops, mentoring sessions, and panel discussions, the event aims to shed light on the many dimensions of pay inequality, from gender-based pay discrimination to ageism, career advancement barriers, and systemic biases. While Slovakia has not yet seen substantial reduction in the pay gap, events like Equal Pay Day are critical for keeping the issue at the forefront, encouraging individuals and organizations to advocate for meaningful change. Engaging Sessions and Expert-Led Workshops This year’s conference features a lineup of speakers and mentors who will cover a variety of topics to help women in their careers: Financial Literacy: Workshops on financial literacy will provide practical tools to navigate personal finances effectively, helping women achieve greater independence and resilience. Negotiation Skills: Salary negotiation is a key skill for achieving pay equity. Expert-led sessions will empower women with strategies to advocate for fair compensation and benefits. Overcoming Generational and Systemic Barriers: Ageism and other biases often hinder women’s career progress. Discussions will explore ways to overcome these challenges and foster supportive environments for women at all stages of their careers. Mentorship Opportunities: Learning from Experience One of the most unique aspects of the Equal Pay Day conference is its emphasis on mentorship. Participants will have the opportunity to connect with mentors from various fields, gaining insights from their experiences and learning how to navigate similar challenges. This mentorship approach fosters a supportive community, providing women with guidance on both personal and professional development and building connections that last beyond the conference. Spotlight on EU Transparency and Equal Pay The conference will also feature discussions on developments in European pay transparency and gender equality standards. Panels will explore how Slovakia can align with EU directives on gender pay transparency, helping the country move closer to equal pay for equal work. Although the journey is ongoing, the conference provides a critical platform to discuss policy, corporate responsibility, and advocacy strategies that can help Slovakia take meaningful steps toward closing the gender pay gap. Join Us and Be Part of the Movement The Equal Pay Day conference is an opportunity to engage in vital conversations about gender equality, financial empowerment, and professional advancement. By joining, participants become part of a movement that champions pay equity and addresses the systemic issues affecting women’s careers in Slovakia. For more information on the conference, speakers, and how to participate, visit www.equalpayday.sk and join us in advocating for a fair and equitable future for all. With full Slovak-to-English translation throughout the event, the conference welcomes a diverse and international audience to this critical conversation. Secure Your Ticket to Equal Pay Day 2024: A Three-Day Immersive Experience The Equal Pay Day 2024 All-Inclusive Ticket offers a comprehensive experience over three days: November 7: Intensive roundtable mentoring (9:00–13:00) in Bratislava. November 8: Main conference day, with expert panels and interactive sessions at DoubleTree by Hilton. November 9: Four online mentoring sessions. Bonus: Practical negotiation training (three hours) available throughout 2024. Your ticket includes all sessions, catering, networking zones and a partner package.
Women’s Barefoot Shoes: Good Choice for the Office?
Barefoot shoes are steadily making their way into mainstream fashion and lifestyles. These shoes, designed to mimic a foot’s natural movements, are enjoyed for their comfort and health benefits. As more people become conscious of their wellness, even in the workplace, the trend of wearing barefoot shoes in the office has significantly risen. This article answers the question: Are barefoot shoes and sneakers a good choice for the office? The Appeal of Barefoot Shoes in the Office The primary appeal of wearing barefoot shoes in the office lies in their unique design and the benefits they offer. Unlike traditional shoes that may restrict foot movement, barefoot shoes are designed to allow your feet to move naturally and freely. This can lead to improved foot health and overall comfort, especially for those who spend long hours on their feet. Moreover, barefoot shoes are tailor-made with versatility in mind. With a wide range of styles available, from casual sneakers to formal footwear, barefoot shoes will fit seamlessly into your office dress code. Whether you work in a laid-back startup environment or a traditional corporate setting, there’s likely a pair of barefoot shoes to match your office attire while providing the benefits of natural foot movement. Feature Barefoot Shoes Traditional Shoes Design Mimic natural foot shape and movement. Wide toe box and zero-drop design. Variety of shapes and styles. Often narrow toe box and elevated heels. Comfort High comfort level due to allowed natural foot movement. Varies by individual and model. Varies widely by model, material, and individual foot shape. Foot Health Improved foot health by promoting natural foot movement. Some styles can contribute to foot health challenges. Transition Gradual transition recommended. No gradual transition typically required. Popular Barefoot Shoes for Office Use The market for barefoot shoes has greatly expanded, now offering a variety of styles that are optimal for office use. Customer reviews and ratings often highlight the comfort, style, and durability of these shoes, showing they are a worthy investment for office workers seeking a change from traditional footwear. It’s also worth noting that many of these shoes are unisex, so a wide range of individuals can enjoy them. However, there is also a diverse selection of barefoot shoes specifically designed for women. The Podiatrist’s Perspective From a podiatric standpoint, barefoot shoes offer several benefits. They allow for natural foot movement to help strengthen the foot’s muscles, improve balance, and promote better posture. However, it’s important to remember that not all feet are the same, and what works for one person may not work for another. Some podiatrists caution that an immediate transition from traditional shoes to barefoot shoes can cause discomfort or even injury. Therefore, it’s recommended to make the transition gradually and consider consulting a professional if you have pre-existing foot conditions before making the switch. Despite these considerations, many podiatrists agree that barefoot shoes, when used correctly, can contribute positively to foot health and overall comfort, especially for those who spend many hours on their feet at work. How to Choose the Right Barefoot Shoes for the Office Selecting the right barefoot shoes involves several factors to consider. Comfort is imperative – the shoes should fit well and do not cause any discomfort during long stretches of wearing them. The shoe’s style is also important as it should match your office dress code and personal style. Durability is also important. The shoes should withstand daily wear and tear for quite a while. Transitioning from traditional shoes to barefoot shoes should be done gradually. Start by wearing your new barefoot shoes for just a few hours each day, slowly increasing the amount of hours worn as your feet adjust to the new footwear. Also, listen to your body during this transition period. If you experience discomfort or pain, it may be worth seeking advice from a healthcare professional. Conclusion Barefoot shoes and sneakers are emerging as a viable choice for office footwear, offering a unique blend of comfort, health benefits, and style. While they may not be the perfect fit for everyone, many find them to be a beneficial addition to their office attire. As with any significant change, transitioning to barefoot shoes should be done over time and with consideration of your individual needs and circumstances. Ultimately, the decision to switch to barefoot shoes in the office is a personal one that should be based on careful research and, if necessary, professional advice. Frequently Asked Questions Are barefoot shoes good for everyday use? Yes, many individuals find barefoot shoes comfortable for everyday use. However, it’s important to transition slowly and allow your feet time to adjust to the new style of footwear. When should you wear barefoot shoes? Barefoot shoes can be worn during a variety of activities, including walking, running, and daily wear. They can be used during your work at the office, depending on your comfort level and office dress code. Are barefoot shoes suitable for people with foot conditions? While some people with foot conditions find that barefoot shoes help them, it’s important to seek professional advice before making a significant change in footwear, especially if you have a pre-existing foot condition.
Quiet quitting: a problem or a survival mechanism?
There has been a lot of talk about the quite quitting recently. It is an intriguing phenomenon and the level of attention it gets deserves at least an attempt at an explanation. It apparently concerns so many of us. There are probably multiple angles one can justifiably take on the issue: sociological, economical, historical, anthropological, technological or others. I will offer only one angle on quiet quitting and that will be predominantly psychological. While there can be number of factors that make quiet quitting a distinct phenomenon, possible to research for example in working environment, I am taking a more general view here. By quiet quitting I understand the feeling of exhaustion in an overly competitive society. This is present in today’s China as well as in the United States or Europe. Tetiana Bugasova speaks about leading her team in the middle of war This may seem like a generalisation of a phenomena that has been commonly described in relation to work environment, however I do so because I believe it affects not only our work life but also our personal lives. One can wonder, for instance, to what extent women (or men for that matter) today feel under pressure to be “a perfect mother” and whether what we denote as quiet quitting does not or will not soon apply in that realm as well. It seems to me, and data support it, that stress is a prevalent disease of the modern times. Quiet quitting is a solution to this stress when it reaches the level where we are no longer able to conform to the ideal that is put in front of us. It is therefore, in essence, a survival mechanism. Head of IKEA’s department store: True equality starts right at home One can of course question why our resources are so scarce that we need to quietly quit, while others in a similar situation are seemingly able to respond proactively to the demands that the environment puts on them. Comparing ourselves with others and seeing that there are those who make it while we do not, without having a plausible explanation for it, makes us suspect that we are lazy, generally less worthy than others, or less lucky in talents we have been given, depending on interpretation. But we need an explanation for the situation when we quietly quit. Either we attribute the fault to ourselves (“I am not good enough”) or we attribute it to the environment (“They don’t know how to use my talents and skills”). Either way, we feel disconnected from our environment and we feel we do not fit. If I feel I am not good enough, this alone may suffice for some years to keep me motivated to become better and keep trying. Eventually however, I realise the futility of the exercise and the exhaustion comes. I find myself in the place where I started – feeling not good enough and looking for external affirmation, only with the added experience that trying to meet or exceed expectations is futile. I therefore resort to passivity. It will not deliver affirmation I am looking for, but I will at least survive. If I put the blame on the environment, I put myself in a position of a victim, who is powerless to do anything about it. It equally leads to passivity. Quiet quitting is therefore a symptom of a defective strategy to satisfy underlying need for affirmation or security. It is not the problem, it is the symptom. The problem only becomes visible, after we are no longer able to continue investing into a defective strategy believing it can work. It comes with a crash of our ideals and beliefs. I would be surprised if quite quitting came without at least some level of depression. It seems to me that while some people may successfully suppress depression when quietly quitting by using defence mechanisms such as rationalisation, it is inevitable that the loss of hope must come with a feeling of pain, sorrow, and sadness, whether conscious or not. It should therefore not come as a surprise that people who quietly quit may appear in psychotherapy as clients with depression. I believe the same underlying mechanism is at work as for burnout, except I view burnout as a more extreme form of quiet quitting when the employee is no longer able to perform minimum necessary to keep herself in the job or performing a role required of her (for example being a mother and raising a child). It would be interesting to know to what extent are the dropping fertility rates in the Western Europe a result of this internal exhaustion to comply with perceived and presented ideal of a parent. Let us now turn attention to reasons why some people seemingly manage to confront the demands of today’s world, while others do not. As I wrote above, I see the primary reason for exhaustion in the fact that our activity comes not from a spontaneous creativity and joy of being active in the world, but it serves to satisfy the need for affirmation or security that we feel we lack. It is a defective strategy that will not work, because the need is insatiable. I will address later why that is. It is interesting to note that in 2022, Gallup found that roughly half of the U.S. workforce were quiet quitters. This would mean that approximately half of the U.S. population have unhealthy motivation patterns. My view is, that seeking affirmation or security in what we do and achieve is a result of a defective attachment in an early development of a child to a primary caregiver (usually mother). This view has a basis in the attachment theory. Attachment dictates whether we feel safe and valued and can relate productively to the outside world without viewing it as predominantly hostile or dangerous. A child that develops insecure attachment will experience problems in relating to and responding to the world in adult life. She will seek validation and security in external environment where it cannot be found. That is the reason why the need is insatiable. Interestingly, recent research on the type of attachment in population showed that approximately half of adult population have a defective type of attachment. I would not be surprised, although I am not aware of any research on that, if the group of quite quitters significantly overlapped with those who lacked healthy attachment in their upbringing. If I am right, the solution to quite quitting (possibly also burn out) is not to be found on a practical level but requires deeper emotional healing. About the Author: Viliam Kuruc worked for 15 years in business as a management consultant for Kearney and in strategy for ČEZ, innogy/e-on and Penta subsidiary Svet Zdravia. He now leads his own psychotherapeutic and consulting practice and works with individuals and companies to identify and resolve issues that prevent clients to fulfil their potential and lead a productive life.
Economic outlook series for 2023
Green energy transition, ESG compliance and access to public subsidies are among the priorities for CEOs in 2023. In his interview, Vazil Hudak, Chairman of Avanea AIF and Member of the Advisory Board of JP Morgan for EMEA is covering these important topics and bringing us the perspective from the World Economic Forum in Davos that took place in January. Vazil, you have just come back from the World Economic Forum in Davos where you spoke with the key decision makers from many international companies and with the policy makers. What were the main concerns they had, what challenges they anticipate in 2023? It is obviously quite a complex situation today globally, both in terms of geopolitics and global economics. There were four major topics in Davos. The first is the uncertainty regarding future development of the global economy in 2023. We see some positive signals such as lowering of inflation, China opening after a long covid lockdown, some stabilization of the interest rates, and labour markets are doing very well in general. On the other hand, there are also worrying signals especially in terms of high energy prices and inflation, although it is decreasing, is still high. These are the main themes regarding macroeconomics. There is a question whether the outlook on the economic growth is negative or not. Another important point is de-globalization. The fact is that major economic blocks globally, whether it is US, China, Europe or India are developing their own protection mechanisms, their own incentives mechanisms for bringing more investments inwards. It is partially the reaction to the pandemic. During pandemic, as you remember, we faced the situation that it was impossible to get goods from China and eastern places to Europe, and vice versa. Therefore, there is a push to shorten the supply chains in general, globally. For example, in the United States there is an inflation reduction act, which hands a lot of subsidies to the companies operating investments and producing inside the US. China has, obviously, always been very supportive of its companies. And Europe has to respond to this as well. President of the European Commission Ursula von der Leyen spoke in Davos and outlined the Green Deal Industrial Plan, which is a response of Europe towards this de-globalization process. That is one of the issues. The third one, of course, is the war in Ukraine. It is an ongoing problem because it creates the disturbances at political and also at economical level, uncertainty about energy prices. It is overall a major insecurity, potential use of the nuclear weapon, and so on. And the fourth one, I would say, is the topic of de-carbonization, especially the role of green technology, not only with regard to climate protection, but also in general as it is a driving force for innovations globally. I would say these four issues were the primary ones for the discussion, but of course there were many more. And in terms of opportunities, what might the year 2023 bring us, especially in the Central and Eastern Europe? Given the current priorities of de-carbonization and the growing importance of technology, Central and Eastern Europe has a potential to be one of the driving forces in Europe and even globally, especially in developing new innovative technology companies. As you now, I am engaged in InoBat, which is a Slovakia-based company, developing new technologies for batteries for e-mobilities as well as for energy storage systems. The companies of this type, which can utilize the strong innovative potential of Central Europe and a brain power of our people, could be very interesting. Another opportunity is also a possible de-localization of some of the companies. For example, German companies that are dependent on Chinese or Russian suppliers are now moving their production closer to Germany. This is an opportunity for CEE to get more production into the region. You mentioned that the importance de-carbonization is growing on the global level. In terms of CEOs priorities, how high is ESG in their agenda now? Yes, it is very high. It is certainly one of the top issues. There is a lot of interest and support for green agenda, for sustainability. Basically, today no global or regional business can function without a strong ESG element. There is a full support for this direction. However, there is always a question mark how much of this is so-called green washing and how much of it is real. May companies are proclaiming to be green, to be socially responsible and sustainable, but in reality, it is often more about PR than the real activities. In Davos there was a lot of discussion how to make sure that companies are really doing what they are saying. The other issue is that of the governance. For example, there are more women in key-decision making positions in the companies, there is more diversity, etc. Certainly, ESG is and continues to be a big element for many corporations. From your perspective, what matters most today in comparison to what could wait? What are the main priorities for the moment? If I was to identify the key priority for Europe, it would certainly be finding the settlement for Ukraine. It is a major disruptive element for Europe in particular. Some kind of peaceful solution would certainly be very welcome. Another priority I would say is the issue of green transition. Basically, transitioning of the energy in particular into a new structure where the countries of CEE would be less dependent on Russia, less dependent on fossil fuels, much more focused on renewables, and much more diversified in terms of supply chain, including suppliers from the Middle East, Norway, and the US. I would say these are the two main priorities. It is still quite difficult to give a prognosis in the current situation; nonetheless I would like to ask you what can be the main changes that we are going to see this year? I think that companies from Central and Eastern Europe would need to look at the situation more globally. They would need to compare different sources of public support in Europe versus in the US or other parts of the world. It is already now visible that quite many companies that are involved into the green economy or green energy sector, for example battery producers are moving from Europe to the Unites States, because of this inflation reduction act and the huge number of subsidies that the US government can provide to the investors inside the United States. I think the importance of public support and public subsidies is playing a very important role in the decision-making for the companies. And of course, the ESG element, making sure that a company follows the ESG rules, because it is an important element for investors, for the financing. If a company in CEE wants to go to the international market, to get financial resources – it must be ESG compliant. This was very clear in Davos as well.
How Do Kids Really Feel When Their Parents Divorce?
New Book Tackles Complicated Question Through the Eyes of Beloved Character Freeda the Frog New York, January 18, 2023 — How do you explain to a child that Mom and Dad will no longer live together? Dealing with divorce can be very confusing and challenging for children. In Freeda the Frog Gets a Divorce (Mascot Books; ISBN: 978-1-63177-514-7), author Nadine Haruni presents a story to assist families adjusting to a new family dynamic and the often overwhelming feelings that surround it. Owing to the fact that approximately 50% of marriages end in divorce, it is helpful to have a children’s book that explains what divorce is in a simple way. It also engenders empathy in kids whose parents are not divorced to better understand what their friends are going through. The first book in her Freeda the Frog series, Freeda the Frog Gets a Divorce centers on young Frannie and Frank and their parents, Freeda and Fred, who now fight all the time. This makes Frannie and Frank sad, and then one day, Freeda tells Frannie and Frank that Mommy and Daddy are getting a divorce. The little tadpoles are confused, and once Freeda explains, Frannie and Frank cry and cry. They don’t understand why Mommy and Daddy don’t want to share the lily pad anymore. The adjustment is hard; Frannie and Frank live with their mom, Freeda, and visit their dad, Fred, at his new lily pad on the weekend. Little Frannie and Frank soon learn that both parents will still love them even if they don’t live together. The little tadpoles also discover that they are not alone and that tadpoles at school also have divorced parents. Frannie and Frank’s classmates tell them not to keep their feelings inside and to talk to loved ones. Frannie and Frank slowly begin to understand that they will live happily ever after even with Mommy and Daddy living on different lily pads. Whether reeling from a parent’s divorce or adjusting to a new family structure, parents and kids will find comfort in sitting together and reading how Frannie and Frank lived through their parents’ divorce. Freeda the Frog Gets a Divorce continues Nadine Haruni’s mission: helping families of all species, one tadpole at a time. About the Author Nadine Haruni is an award-winning children’s book author and a mother to five kids in a blended family. Her Freeda the Frog series follows a frog family as they go through various real-life “stuff” — from a parent’s divorce and subsequent remarriage to adjusting to a blended family, moving to a new town, starting a new school, and meeting the gay family on the lily pad next door. Beyond helping children who are going through these situations, her books aim to help all kids recognize that no two families look the same. Leveled to align with National Educational Standards, all five Freeda the Frog books have received the Gold Mom’s Choice Award for Excellence in the family-friendly picture book category, as well as Readers’ Favorite 5-star reviews. Freeda the Frog and the Two Mommas Next Door was honored with a Royal Dragonfly Book Award in the LGBTQ category. Haruni is a frequent guest on parenting podcasts, aiming to reach as many families as possible on her mission to encourage an environment of awareness, empathy and inclusivity. Along with writing and parenting, Haruni is a practicing attorney and a certified yoga instructor. She lives in Bergen County, New Jersey, with her family.
The 10 countries with the most expensive healthcare claims
The study, from William Russell, analysed internal international health insurance claims data to discover the most expensive countries to get sick or injured without cover while travelling and which claim types are the most expensive. The 10 countries with the most expensive healthcare claims: Rank Country Total Claims Total Amount Claimed Average Claim Value 1 Denmark 3 €20,006 €6,668 2 Taiwan 13 €45,885 €3,530 3 Qatar 26 €68,616 €2,639 4 Lebanon 32 €84,198 €2,631 5 Switzerland 38 €82,661 €2,175 6 Malawi 60 €111,817 €1,864 7 Spain 65 €119,456 €1,838 8 Trinidad and Tobago 14 €23,579 €1,684 9 Thailand 525 €783,137 €1,491 10 Czechia 3 €4,401 €1,467 The 10 most expensive health insurance claim types: Rank Claim Category Total Claims Total Amount Claimed Average Claim Value 1 Medical evacuation 7 €85,802 €12,258 2 Pregnancy complications and emergency procedures 12 €125,069 €10,422 3 Treatment for cancer 154 €1,185,127 €7,696 4 Cover for newborns 1 €5,218 €5,218 5 Terminal illnesses and palliative care 20 €91,352 €4,567 6 Home nursing costs 12 €54,701 €4,558 7 Advanced diagnostic and genome tests 244 €152,438 €4,388 8 Prosthetic implants & appliances 9 €34,060 €3,785 9 Hospital accommodation and nursing 744 €2,157,084 €2,899 10 Hospital treatment 34 €56,862 €1,673 Further findings: Hungary had the cheapest average claim value at just €26.39, followed by Antigua and Barbuda at €30.94. The least expensive claim type was a trip to the dietician, costing just €5.46 on average, followed by ‘children’s routine check-ups and vaccinations’ with claims averaging €63.70. Interestingly, the most common illness or injury claimed in France is ‘crushing injury of multiple sites of trunk’ with 40 claims of this type in 2021. One of the highest average values for a claim was found to be for breast implant removal in Switzerland with an average cost of €24,413.
32% of the world’s richest people are bilingual – see who they are
Do people who speak more than one language earn more money? When Forbes released its 2022 World Billionaire List, it became apparent that a pattern could be detected: many of the billionaires were able to speak a second language. To investigate further, a new study by Preply has revealed that a staggering 32% of the richest people in the world can speak another language. Falling just behind Elon Musk and Jeff Bezos is Benard Arnault, chief executive of LVMH Moët Hennessy – Louis Vuitton SE, is worth a whopping $158,000,000,000 (£130bn). His first language is French, but he can also speak English, German and Italian. With Germany sitting as the third richest country in the world and the UK ranking fifth on the same list, it is not surprising that the billionaire opted to learn these languages. Seventh on the list is Sergey Brin, co-founder of Google, with a net worth of $107,000,000,000 (£88bn). While English is his first language, the entrepreneur also speaks Russian. Steve Ballmer, 10th on the rich list, is worth $91,400,000,000 (£75bn) and speaks French as well as his first language, English. Mukesh Ambani, director of Reliance Industries Ltd and worth $90,700,000,000 (£75.2bn), comes in at 11th on the list. With Gujarati as his first language, the billionaire has managed to forge immense success – unsurprising as this dialect is spoken by over 46 million people, across India, the United States and the UK. As his second language, he also speaks English. Michael Bloomberg, 13th on the list and worth $82,000,000,000 (£68bn), speaks English as his first language and Spanish as his second. Do the richest people on the planet speak more than one language? To further investigate the correlation between language and wealth, the team at Preply also drew results from the way countries speak about the future, and whether there is a pay divide between bilingual and non-bilingual jobs.