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You've got mail!Learn how to talk about the different parts of an email program.

Read the article below and then look at the email inbox below it. You will find out what words should go in the numbered gaps in the article in Task 2 and will answer questions about the inbox in Task 3.

Organise your emails – Save time and make life easier!!! (Task 2)

Most emails that you get go straight to your (1). This is where you decide which emails toread and which to delete. But if your server doesn’t recognise the address of a sender, it will probably put the email inthe (2) mail folder. This is where all those annoying adverts usually go. But sometimes goodemails go there too, so remember to check from time to time.

Do you ever worry because you just deleted an email by mistake? Don’t worry – just look in the (3) folder. It’s probably still there.

Sometimes it can be difficult to find an old email. So why not put them into (4) to makethem easy to find? You can do this for any emails you wrote too – you can find them in (5).

Some people keep hundreds of business cards with people’s email address and phone number. You don’t need todo this – use your (6)as an address book, and it can store all these details for you.

Have you ever found it difficult to finish writing an email? Don’t worry – just save it under (7)and finish it later!

Understanding your inbox (Task 3)

Task 1

Task 2

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jesus.iturralde replied on Colombia Permalink

Let’s go back to our example to see what this means: In 1980 not only did Minneapolis have higher FLFPR compared to Columbus, but women alsomade up a larger share of its overall labor force and overall employment, and it had lower gender segregation by occupation and industry. When I looked at women’s share of employment (percent of the overall workforce that is female) instead of the female labor force participation rate (percent of women who are in the workforce), I found that every 10% increase in women’s share of total employment is associated with real wage increases of nearly 8%.

This is consistent with other analyses that have looked at female labor force participation across countries: as women’s share of the labor force increases by 10%, real wage growth increases by nearly 10%. This result also indicates that the impact of increasing women’s labor force participation is distinct from the impact of increasing men’s labor force participation; in fact, a 10% increase in male labor force participation rates is associated with a 3% decrease in median real wages, likely due to a shift in the supply curve— more men are competing for the same jobs.

Although this research answers some questions, it leaves many unanswered. My research suggests that firms in cities are becoming more productive by hiring more women, but the exact mechanism is unclear. Women may increase the competitiveness of labor markets, giving firms the option to choose from a bigger, more qualified pool of applicants. They may also be providing firms with a unique set of skills and perspectives that men do not provide. Women’s inclusion in these office spaces may help firms better represent their customers and understand their customer’s needs, as women now make the vast majority of household decisions and control the lion’s share of consumer spending .

However, the female labor force participation rate in the U.S. has been stagnating since 2000. It peaked in 1999 at 60%, but has since declined to about 57%. This trend is in stark contrast to other OECD countries wherewomen’s labor force participation hascontinued to grow . This suggests that women’s attitudes about work are changing, perhaps as women in the U.S. find it increasingly difficult to balance both work and family.Paid parental leave policies, affordable child care policies, and more flexible work schedules may help more women stay in the labor forceduring and aftertheir childbearing years.

When fewer women participate in the labor force, the economy operates without the talents and abilities of 51% of the population. If cities want to take advantage of the real wage gains that result from more women in the workforce, they should ask women what they want andfind ways tomeet their needs.

Amanda Weinstein is an assistant professor in the Department of Economics within the College of Business Administration at the University of Akron. Her research focuses on the determinants of urban and regional economic development. She received her PhD in 2013 from The Ohio State University.

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Nah, you've got causality backwards. Expensive cost of living cities like San Francisco have high wages but repel families where the wife wants to drop out of the labor force for awhile and stay home with her kids. Cheaper cities like Columbus attract families looking to be able to afford having only the father work.

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