The concept of a 4-day workweek has gained significant attention in recent years, with many countries and companies exploring its potential benefits and challenges.

According to a report by the University of Reading's Henley Business School, 21% of respondents adopted a 4-day workweek for all staff in 2021, up from 18% in 2019.

This shift towards a shorter workweek is largely driven by the COVID-19 pandemic, which forced many businesses to adopt remote working policies and rethink their work practices.

A survey of senior leaders at 500 UK businesses found that 65% of respondents said a 4-day workweek is in place for at least some of their workers, up from 50% who said that in 2019.

The benefits of a 4-day workweek include improved employee well-being, productivity, and job satisfaction, as well as cost savings and better quality output from staff.

For example, a trial by Microsoft in Japan found that a 4-day workweek resulted in higher productivity.

Additionally, a study by the non-profit organization 4 Day Week Global found that employees who worked a 4-day week achieved the same levels of productivity, but also showed positive levels of job satisfaction, teamwork, and work-life balance.

The study also found that 36% of participating companies improved their performance, 42% reduced layoffs, 68% reduced employee burnout, and 54% increased productivity.

However, implementing a 4-day workweek can also pose challenges, such as meeting customer demands, managing staffing costs, and ensuring business continuity.

A survey by the Centre for Policy Studies estimated that a 4-day workweek would have a big cost to the economy if productivity levels remained constant, with an annual shortfall of £45 billion.

Moreover, the equality of the development is also a concern, as some argue that more flexibility would allow women to better balance childcare obligations, but others point out that higher-paid employees may snap up the main benefits.

Despite these challenges, many companies are experimenting with a 4-day workweek, including Atom Bank, Bolt, Buffer, and Kickstarter.

In fact, 70 UK companies have voluntarily joined a scheme to alter the working week basis of their business, signing on to a pledge to pay 100% of wages for 80% of the hours worked.

The UAE is also a trailblazer in this regard, with most emirates having formally adopted a 4.5-day working model, and Sharjah opting for a 4-day model.

According to a report by the Hong Kong Economic Times, the 4-day workweek initiative has been tested in several countries, including the UK, US, Spain, Australia, and Brazil.

In Brazil, 15 companies are participating in a pilot project to test the 4-day workweek, with employees committing to using 80% of their time and achieving 100% productivity under the same salary conditions.

The pilot project found that data from participating companies worldwide showed that 36% improved performance, 42% reduced layoffs, 68% reduced employee burnout, and 54% increased productivity.

Overall, the trend towards a 4-day workweek is gaining momentum, with many companies and countries exploring its potential benefits and challenges.

As Andrew Barnes, founder of 4 Day Week Global, notes, the idea of working four days a week is not just about work-life balance, but also about increasing productivity and making the business better.

However, as Rita Fontinha, associate professor at the University of Reading's Henley Business School, points out, the pandemic has accelerated previous discussions on flexible working, and the shift to a 4-day workweek requires careful consideration of its implications.

In conclusion, the 4-day workweek trend is a complex and multifaceted issue, with both benefits and challenges that need to be carefully weighed and considered.

As the world continues to navigate the challenges of the COVID-19 pandemic and its aftermath, it is likely that the 4-day workweek will remain a topic of interest and debate.

Ultimately, whether or not the 4-day workweek becomes a widespread phenomenon remains to be seen, but one thing is clear: the traditional 5-day workweek is no longer the only option, and companies and countries are exploring new and innovative ways to improve employee well-being and productivity.

The concept of a 4-day workweek has gained significant attention in recent years, with many countries and companies exploring its potential benefits and challenges.

According to a report by the University of Reading's Henley Business School, 21% of respondents adopted a 4-day workweek for all staff in 2021, up from 18% in 2019.

Title:

Content: Four-day workweek’s popularity grew during the pandemic — survey

As companies scrambled during the COVID-19 outbreak to reorient their workplace procedures and processes, one idea that gained ground was a shorter workweek.

More businesses adopted a four-day week during the COVID-19 pandemic as the shift to remote working spurred a major rethinking of work practices, according to a poll of senior leaders at 500 UK businesses by the University of Reading’s Henley Business School.

The survey, an update to research from 2019, showed that 21% of respondents adopted a four-day workweek for all staff in 2021, up from 18% in 2019. The majority of respondents (65%) said a four-day workweek is in place for at least some of their workers, up from 50% who said that in 2019. A four-day workweek is defined in the report as involving a reduction from five to four workdays for the same pay or a compressed workweek with the same hours across four days instead of five.

Though a four-day workweek has gained popularity, the UK numbers are perhaps higher than expected; job posting site Indeed told Computerworld that less than 1% of job postings on March 11 included the term “four-day week,” for example. A Gallup survey of full-time U.S. employees in March 2020 — prior to the pandemic — indicated that only 5% put in four days a week, with the vast majority (84%) working five days (and 11% working six days each week).

That said, numerous organizations have adopted or trialled a shorter workweek for staff since the start of the pandemic, including firms such as Atom Bank, Bolt, Buffer, and Kickstarter. And pilot projects are under way in several countries, including the US, UK, and Spain.

Such projects are not new, of course; Microsoft launched a trial at its Japan offices in 2019 that resulted in higher productivity, for example, while the UK’s Wellcome Trust ran into issues around complexity with its own project the same year.

A shorter workweek has been talked about for decades, but a shift from the five-day, 40-hour week that has been the standard for over a century has so far failed to gain momentum.

What’s behind the recent interest in the idea? One reason is that the widespread, and largely successful, shift to remote work during the pandemic showed the benefits of a more flexible approach to work, said Rita Fontinha, associate professor in Strategic Human Resource Management at the University of Reading’s Henley Business School.

“The pandemic led to a situation where most firms were forced to implement remote work and this has accelerated previous discussions that we have been having over the last two decades on flexible working,” said Fontinha. “Working from home led to increased trust [between employers and employees] and awareness of other ways of measuring performance that go beyond presenteeism. The pandemic showed that flexibility works.”

Report highlights four-day week advantages

The Henley Business School survey pointed to several advantages for businesses that implemented a four-day workweek, including costs savings (66%), improved productivity (64%), better quality output from staff (64%), and  less-stressed workers (78%).

Improved employee wellbeing is connected to business outcomes too, said Jack E. Gold, founder and principal analyst at research firm J. Gold Associates.

“Keeping employees happy and motivated makes for far more productive employees, no matter what hours they work,” said Gold. “Maximizing employee productivity is a much more important way to gain business value than hours worked.”

Another benefit, noted by 68% of survey respondents that had adopted a four day week, involved hiring and retention. “People were less likely to take sick leave, people were more productive, and it was easier to attract new staff, and to retain them,” said Fontinha.

The so-called Great Resignation is also likely contributing to interest in a shorter workweek.

“What’s different now than prior to the pandemic is that we’re seeing a temporary spike in the difficulty that firms are having in hiring and retaining workers, and the four-day work week is a relatively easy benefit to extend to help ease the challenge in the short term,” said David Brodeur-Johnson, principal analyst at research firm Forrester.

A shorter workweek can mean challenges

The survey also highlighted several challenges around implementing a shorter workweek, though employer concerns have softened during the pandemic.

Among companies that did not offer a four-day week, 65% said they were worried staffing costs would outweigh any productivity benefits (though that number was down from 80%). The biggest challenge cited by employers was meeting customer demands (75%), while 70% thought a shorter week would be too complicated to manage.

Some companies may find a switch to a four-day week easier than others, said Fontinha. IT-focused firms are more likely to switch, she said, largely due to the relative ease with which tech worker output can be tracked in comparison with other roles. “Areas where we were less likely to see the four-day week were sectors that involve contact with customers, or healthcare, for example,” she said.

A shorter workweek is also more suited to companies with a relatively homogenous workforce in terms of job roles, she said, meaning large businesses with a diverse workforce may find a short workweek complicated to roll out. At the same time, the smallest companies might not have the resources to support the shift, said Fontinha, adding that there are steps all businesses can take to implement a four-day week, even if they are more gradual.

“Having this overnight shift to a four-day working week will be hard for smaller firms,” she said. “What we suggest is a progressive reduction in working hours, moving towards a four-day working week by assessing how things are going and how needs are being met, how productive people are.”

Even if the benefits outweigh the costs for many, businesses should consider their reasons for moving to a four-day week. While a shorter week provides clear benefits to work/life balance and employee wellbeing, Brodeur-Johnson warns against adopting a four-day week as a shortcut to improving employee experience. “[T]he science is clear that what really engages people is being able to make progress in meaningful work every day; to know that they can and are succeeding,” he said.

“Employee experience peaks when we can leave work knowing that we made a difference, and had a really good day," he said. "It also comes from having a supportive manager, a supportive team environment, and feeling recognized and seen uniquely for the work that we do.

“All of these things are much harder for businesses to do for their people, because it involves behavior changes, manager development, culture changes, deeper resourcing and more that a four-day work week won’t solve on its own.”

Copyright © 2022 IDG Communications, Inc.

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This shift towards a shorter workweek is largely driven by the COVID-19 pandemic, which forced many businesses to adopt remote working policies and rethink their work practices.

A survey of senior leaders at 500 UK businesses found that 65% of respondents said a 4-day workweek is in place for at least some of their workers, up from 50% who said that in 2019.

The benefits of a 4-day workweek include improved employee well-being, productivity, and job satisfaction, as well as cost savings and better quality output from staff.

What did  the trial of 4-day workwee in New Zealand show?

The employees were happier
The productivity  increased

What did a survey on 4-day workweek conducted in Hong Kong show?

61% of respondents said employers could implement a four-day workweek to improve employees' mental health.

What did surveys conducted in London before and after the experiment of 4-day workweek  find?

54% of employees had better balance of work and home responsibilities

What has a Gallup Poll found out about the prospect of 4-day workweek?

77% of American employees believe that it will have a positive impact on their health

What has the implementation 4-day wrokweek in Dubai, UAE indicated?

Increase in employee and customer satisfaction.

What were the results of UAE's trial of 4-day workday?

A 90% increase in job performance, happiness, and mental health.

For example, a trial by Microsoft in Japan found that a 4-day workweek resulted in higher productivity.

Additionally, a study by the non-profit organization 4 Day Week Global found that employees who worked a 4-day week achieved the same levels of productivity, but also showed positive levels of job satisfaction, teamwork, and work-life balance.

Title:

Content: [Workplace Culture] Non-Profit Organization 4 Day Week Global Advocates for Corporate Transition to “4-Day Workday ”
Commercial 15: 09 2022 / 06 / 01
Share:
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“4 Day Week Global ” explores and studies with businesses to see if they can stay 100% productive if their employees work 20% less hours, four days a week.
(Data Image)
During the COVID-19 pandemic, many companies have changed their work patterns, such as hybrid work and flexible working arrangements such as the four-day workweek, to reduce the chance of infection due to social contact.
However, in 2018, before the outbreak of the epidemic, New Zealand entrepreneur Andrew Barnes had already piloted the four-day work system for his company, and later established the non-profit group “4 Day Week Global ” to promote and guide the implementation of the four-day work system to global enterprises.
Andrew Barnes experimented with a four-day workweek for 240 employees at his company, Perpetual Guardian, which turned out to be a great success, with employees becoming happier and more productive, making it a permanent system.
Report: 92% of HR executives plan to use AI to enhance talent recruitment and management processes
Andrew Barnes then founded “4 Day Week Global ” and spoke in 99 countries on the topic of the four-day workweek, working with businessmen, academics and researchers around the world to bring productivity-focused flexible working to life.
“4 Day Week Global ” explores and studies with companies to see if they can stay 100% productive if their employees work 20% less hours, four days a week. Andrew Barnes says it ’ s not just about work-life balance, it ’ s about how to increase productivity to make the business better.
Focus more on production and return time to employees
“The idea of working four days a week is what I can give my employees as an incentive to focus on production, ” says Andrew Barnes.
If they can use their time more wisely, it makes sense to give it back to them. ” So he created the “100: 80: 100 framework ”, which allows employees to trade 100% of their salary, 80% of their time, for 100% productivity.
Report: 60% of employees have misused email to leak company data
In June this year, 20 companies from Oceania participated in the 4-day workweek pilot project of “4 Day Week Global ” and collaborated with Boston College, the University of Sydney, the University of Melbourne, and the Auckland University of Technology in New Zealand to guide companies through each step of the implementation trial.
Since January, similar pilot projects have been running in Ireland, North America and the UK, with 125 companies enrolled.
Andrew Barnes warns entrepreneurs: “Your biggest risk right now is not whether or not to try the four-day workday, but whether or not your biggest competitor has implemented it before you. ”
He emphasized that if entrepreneurs can ’ t re-imagine how the business works, employees will leave you and choose leaders with a broader vision.
For each episode of "Entrepreneurship ideas", please come to Hong Kong corporate brands to share tips for doing business under the epidemic.
See the latest episode:
Editor-in-Chief: Chen Cheuk-Hsien
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What did  the trial of 4-day workwee in New Zealand show?

What did surveys conducted in London before and after the experiment of 4-day workweek  find?

54% of employees had better balance of work and home responsibilities

What has the implementation 4-day wrokweek in Dubai, UAE indicated?

Increase in employee and customer satisfaction.

The study also found that 36% of participating companies improved their performance, 42% reduced layoffs, 68% reduced employee burnout, and 54% increased productivity.

Title:

Content: Brazil test week closed 3 September from some companies trial
Central News Agency
To improve the quality of life of employees, Brazil will test the possibility of working four days a week, use 80% of the time and maintain 100% productivity under the same salary conditions, and the 15 companies participating in the trial will decide how to implement the plan from September.
This is an advertisement, please continue reading.
Nonprofit organization 4 Day Week Global and Brazilian think tank Reconnect _ Happiness at Work today announced at a press conference in Sao Paulo that 15 Brazilian companies will pilot a four-day week starting in September.
Generally speaking, the working day in Brazil is Monday to Friday, and only special industries work on Saturdays and Sundays, and the maximum working hours can not exceed 44 hours per week, 8 hours per day, and overtime can not exceed 2 hours.
The four-day workweek initiative, launched in New Zealand in 2019 and gaining more traction during the COVID-19 pandemic, has been tested so far in the United Kingdom, the United States, Spain, Australia and other countries, and the model will be carried out in Brazil by Global Four Days a Week in partnership with Reconnect _ Happiness at Work.
According to Global 4 Days a Week, nearly 500 companies around the world test the possibility of working four days a week, and employees must commit to using 80% of the time and 100% of the time under the same salary conditions to improve their quality of life.
Gabriela Brasil, director of Global 4 Days a Week, stressed that the challenges of the initiative are not limited to local labor laws, but also a strong corporate and employee attendance culture, which will require extensive communication and adequate support from leadership to ensure employees feel safe and confident in the new work model.
The 15 participating companies will decide for themselves how to implement the plan and how many departments will enter the pilot phase, and with the help of the Global 4 Days a Week, they will meet from September 5 to learn the basic concepts and steps of the project.
Renata Rivetti, founder of Reconnect and a specialist in corporate happiness, points out that it takes three months to redesign the workflow, and everything has to be done with great care, not only to propose a reduction in workload, but also to propose a new business model with results.
The pilot program began in December, and data on project performance was collected after 3 months.
The whole process ends after 6 months and the numbers are measured again.
Data from participating companies worldwide show that compared to the previous year, 36% improved performance, 42% reduced layoffs, 68% reduced employee burnout, 54% increased productivity, and 63% were more likely to attract talent.
The data confirm that the health and motivation of employees are higher, which brings higher productivity and greater profits to the company. When the company reduces the work pressure of employees and becomes more humane, the productivity of employees will also increase. (Editor: Zhang Zhixuan) 1120831
This is an advertisement, please continue reading.

What did  the trial of 4-day workwee in New Zealand show?

What has the implementation 4-day wrokweek in Dubai, UAE indicated?

Increase in productivity
Increase in work quality indicators

However, implementing a 4-day workweek can also pose challenges, such as meeting customer demands, managing staffing costs, and ensuring business continuity.

What did Labor economist Jonathan Boys say about 4-day workweek?

Food and beverage industry may face more problems.

A survey by the Centre for Policy Studies estimated that a 4-day workweek would have a big cost to the economy if productivity levels remained constant, with an annual shortfall of £45 billion.

Title:

Content: The four-day work week is welcome, but some challenges remain

This shift has thrown up interesting questions on macro and micro levels that over time will need answering

Beta V.1.0 - Powered by automated translation

The sin of presenteeism is shaping up as a pre-pandemic anachronism, and the principal reason for this is not just remote working but an emerging historic global shift towards a shorter working week.

The global headaches from supply constraints following Covid-19 disruption have overshadowed equally profound changes in the labour market. For some bosses, there is rationing not just of the number of workers but the time they are willing to work. As people reassess their work-life balance, responsible employers and some countries are looking at the advantages of compressed hours on the job.

The UAE is a trailblazer in this regard, with most emirates having formally adopted a 4.5-day working model. Sharjah has gone further by opting for a four-day model. Reporting last week in this newspaper found that its residents said they are healthier and happier, enjoying more weekend flexibility and having more time with their families.

Many forecasts over recent years have been very wide of the mark about the economic trajectory of the big developed economies. The Resolution Foundation, a UK-based think tank that looks at work, points out that in analysing the pandemic, “many feared a house price bust, expected the inflation spike to be small/short-lived, said unemployment/insolvencies for workers/firms respectively would surge and claimed this would be a ‘she-cession’. None happened”.

Technology is the driver of all this, and the trend may over time become irresistible

Analysis of Google searches in the UK from an employment agency recently reported the four-day work week had gained popularity among people on the hunt for their next job opportunity. “Google searches for "4 day week jobs" exploded a spectacular 1,011 per cent in early 2022, when compared to 2021,” according to the firm’s research.

One of Britain’s biggest and best-known corporate brands, the department store M&S, has hired a well-known female executive who is a prominent four-day week champion, Katie Bickerstaffe. She said her role was compatible with shorter hours, even though it is a round-the-clock operation.

“We’re a seven-days-a-week, 24-hour operation and that’s what you do, but I’ve always done that [four days] because it gives me the freedom to spend some downtime with my kids and not feel that I don’t have the opportunity to do that during the week,” she explained.

The news coincided with the announcement that 70 UK companies had voluntarily joined a scheme to alter the working week basis of their business. Signing on to a pledge to pay 100 per cent of wages for 80 per cent of the hours worked means much more than just creating new rotas. It means altering the internal working patterns of the business and finding new ways to accommodate latency in the workforce.

Not everyone is convinced this can deliver a kind of workplace nirvana.

The Centre for Policy Studies carried out some research last year that estimated that a four-day week would have a big cost to the economy if productivity levels remained constant. The annual shortfall to the economy would be £45 billion ($55.42bn). On more generous calculations, if a 6 per cent increase in productivity could be achieved in the first decade of the reform, the loss overall could be pared back to £17bn. The analyst behind the figures believes the evidence for productivity gains from compressing hours and having shorter working weeks is extremely limited.

That is not much of an argument for not experimenting with shorter weeks. Employees already job-share and expect work-from-home arrangements throughout the work force. In office-based roles or project work, the flexibility to complete the workload that comes with the job most obviously lends itself to working with a defined, shorter time frame.

There are hurdles for other jobs. Customer-facing roles or service functions will still need to be provided across a far longer time-frame than four days or 32 hours. Unlike in Sharjah, there is no clear directive in the UK for a common day that extends the weekend. Indeed, many people working four days chose a non-consecutive day, such as Wednesday, for the non-working option.

Without the government plumping for Friday as part of a three-day weekend, it is likely that businesses will experience co-ordination both internally and with clients and supplies if substantial numbers in the workforce are missing in action for part of the working week.

There are also concerns around the equality of the development. Can it be true that more flexibility would allow women, in particular, to better balance childcare obligations and thus erode the disadvantage with men?

And as the work-from-home phenomenon has shown, the higher-paid employees have snapped up the main benefits from structural changes in how people work. There is little to suppose that this trend would not emerge from the four-day week.

Technology is, of course, the driver of all this, and the trend may over time become irresistible.

Certainly, the difficulties of drawing an absolute boundary between the working day and your time revolve around the fact that your email is always in your pocket on the phone. That is double-edged. It would be difficult for employers to play another card: offering people four days’ pay, not the salaried five.

Published: June 13, 2022, 4:00 AM

Moreover, the equality of the development is also a concern, as some argue that more flexibility would allow women to better balance childcare obligations, but others point out that higher-paid employees may snap up the main benefits.

Despite these challenges, many companies are experimenting with a 4-day workweek, including Atom Bank, Bolt, Buffer, and Kickstarter.

Which company in San Francisco has announced a permanent 4-day workweek?

In fact, 70 UK companies have voluntarily joined a scheme to alter the working week basis of their business, signing on to a pledge to pay 100% of wages for 80% of the hours worked.

The UAE is also a trailblazer in this regard, with most emirates having formally adopted a 4.5-day working model, and Sharjah opting for a 4-day model.

According to a report by the Hong Kong Economic Times, the 4-day workweek initiative has been tested in several countries, including the UK, US, Spain, Australia, and Brazil.

In Brazil, 15 companies are participating in a pilot project to test the 4-day workweek, with employees committing to using 80% of their time and achieving 100% productivity under the same salary conditions.

The pilot project found that data from participating companies worldwide showed that 36% improved performance, 42% reduced layoffs, 68% reduced employee burnout, and 54% increased productivity.

What did  the trial of 4-day workwee in New Zealand show?

What has the implementation 4-day wrokweek in Dubai, UAE indicated?

Increase in productivity
Increase in work quality indicators

Overall, the trend towards a 4-day workweek is gaining momentum, with many companies and countries exploring its potential benefits and challenges.

Title:

Content: New normal | Will 2024 be the year of the four-day week boom? Probably not…

At one point in time, flexible working was a prime example of the benefits that truly had the power to lure and retain talent.

Those days are now behind us.

This isn’t because the prospect of working from home, or altering office hours around childcare or medical appointments isn’t still alluring. In fact, far from it. It’s because in the interim, the world experienced a massive shift. One that not only forced many businesses to adopt remote working policies or face the prospect of inactivity, but also changed the perceptions of workers about their careers, and the value of wellbeing in their working lives.

In a post-pandemic world, the concept of flexible working is largely considered a given. This is acutely true among companies that understand the persistent challenges in the talent market. So, where do we go from here? Where are those looking to push the boundaries of their benefits offering to turn? The answer is the four-day week.

You’ve likely heard the words ‘four-day week’ uttered at conferences, or read it plastered all over LinkedIn. In short, whilst there’s some variation in implementation, for most adopting a four-day week involves quite literally ditching one full working day. Employees work their normal hours, minus one fifth, and get paid the same amount for their effort.

The concept may sound ludicrous to some, yet the value of the idea goes far beyond simply being a valued benefit. Data from the largest trial ever to have taken place in the UK, as reported by Buffer, found that productivity among workers increased by 22%, job applications went up 88%, absenteeism went down by 66%. Employees are also reportedly less tired and happier.

So, we have an exciting new concept with stellar outcomes when trialled and the vast majority of businesses are yet to adopt it. Inevitably, this will be the next big thing in 2024, right? In reality, this is doubtful. Here’s why.

Whilst flexible working has been adopted en masse, let’s not forget the impetus that caused this boom – the pandemic. According to data from IPSE, the proportion of workers reporting they work exclusively at home rose from 5.7 per cent in January 2020 to 43.1 per cent in April 2020. Whilst flexible working was no new concept in early 2020, the pandemic served as the catalyst for huge change, convincing many traditionalists that ditching the nine-to-five and introducing remote working could actually work.

The pandemic was the biggest trial of such a concept in recent history. And herein lies the issue with the four-day week. Leaders need to be convinced. Yes, it’s likely that it will grow in 2024, but without a major shift in working culture to encourage those who dismiss it to give it a try, there’ll be no sudden boom. So no, 2024 will not be the ‘year of the four-day week’, but for early adopters, it could well be a vastly positive development.

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As Andrew Barnes, founder of 4 Day Week Global, notes, the idea of working four days a week is not just about work-life balance, but also about increasing productivity and making the business better.

What did  the trial of 4-day workwee in New Zealand show?

What has the implementation 4-day wrokweek in Dubai, UAE indicated?

Increase in productivity
Increase in work quality indicators

However, as Rita Fontinha, associate professor at the University of Reading's Henley Business School, points out, the pandemic has accelerated previous discussions on flexible working, and the shift to a 4-day workweek requires careful consideration of its implications.

In conclusion, the 4-day workweek trend is a complex and multifaceted issue, with both benefits and challenges that need to be carefully weighed and considered.

What challenges will the companies with diverse workforce have for implementing 4-day workweek??

Complicated to roll out for large companies

As the world continues to navigate the challenges of the COVID-19 pandemic and its aftermath, it is likely that the 4-day workweek will remain a topic of interest and debate.

Ultimately, whether or not the 4-day workweek becomes a widespread phenomenon remains to be seen, but one thing is clear: the traditional 5-day workweek is no longer the only option, and companies and countries are exploring new and innovative ways to improve employee well-being and productivity.


Biohacking refers to the practice of making lifestyle tweaks to optimize health and promote longevity, and it has gained significant attention in recent years.

The methods and techniques used by biohacking enthusiasts include nutrition, physical activity, supplement intake, medical screenings, and mental health practices.

Some popular methods used by biohacking enthusiasts include intermittent fasting, cold-water therapy, and removing inflammatory foods from their diet.

Additionally, biohacking enthusiasts also use supplements, such as collagen, protein, bone broth, and MCT, to support their health and well-being.

Physical activity, such as exercise and sauna use, is also an important aspect of biohacking.

Mental health practices, such as stress management and cognitive stimulation, are also essential for overall well-being and are often incorporated into biohacking routines.

While some biohacking methods may be supported by reliable scientific data from clinical research, others may not be.

For example, the use of creatine supplements has been associated with significantly increased muscle mass in both men and women, without increasing the risk of adverse outcomes.

However, more research is needed to fully understand the effects of biohacking on human health and longevity.

Overall, biohacking is a complex and multifaceted practice that requires a comprehensive approach to health and well-being.

Biohacking refers to the practice of making lifestyle tweaks to optimize health and promote longevity, and it has gained significant attention in recent years.

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Biohacking & Toxic Masculinity: How Women Dismantled The Boys Club

Author: Medical reviewer:
Beauty & Health Editor
By Jamie Schneider
Beauty & Health Editor
Jamie Schneider is the Beauty Editor at mindbodygreen. She has a B.A. in Organizational Studies and English from the University of Michigan, and her work has appeared in Coveteur, The Chill Times, and Wyld Skincare.
Medical review by
Bindiya Gandhi, M.D.
Physician
Dr. Bindiya Gandhi is an American Board Family Medicine–certified physician who completed her family medicine training at Georgia Regents University/Medical College of Georgia.
Image by Sonja Lekovic / Stocksy
We carefully vet all products and services featured on mindbodygreen using our commerce guidelines. Our selections are never influenced by the commissions earned from our links.

Take a quick search for “biohacker” on TikTok (a tag with over 137 million views), and you’ll discover a slew of men discussing their muscle gains, testosterone levels, and cold plunge routines. You’ll see some women on the page, but the space is undoubtedly dominated by male energy. And think of the outspoken biohackers you may listen to on podcasts—chances are most of them are men, too.

This gendered approach to biohacking, while pervasive, is simply misguided. But now, women are asserting their authority in health optimization, and we expect their emphasis to soar in the year ahead.

Meet the experts

Molly Maloof. M.D.

Molly Maloof. M.D. provides health optimization and personalized medicine to high-achieving entrepreneurs, investors, and technology executives. Since 2012, she has worked as an advisor or consultant to more than 50 companies in the digital health, consumer health, and biotechnology industries. Her company, Adamo Bioscience, is working on sexual health optimization.

Gabrielle Lyon, D.O.

Gabrielle Lyon, D.O. is a board-certified family physician leading a disruption in modern medicine that focuses on the largest organ in the body: skeletal muscle. With a background that includes a combined research and clinical fellowship in geriatrics and nutritional sciences at Washington University and undergraduate training in nutritional sciences at the University of Illinois, she is a subject-matter expert on protein for health, performance, aging, and disease prevention.

Stacy Salvi

Stacy Salvi is the vice president of product and strategy at the medical device company Movano Health—the creator of the Evie Ring, the first medical-grade health wearable designed for women.

Mona Vand, PharmD

Mona Vand, PharmD studied pharmacy at Massachusetts College of Pharmacy and Health Sciences before developing her platform that shares holistic wellness advice.

Why biohacking isn’t just for “bros”

“Women are the original biohackers,” declares family physician, Molly Maloof, M.D. “Our hormones change throughout our lives, and this requires us to adapt accordingly.” Our biology means that women often need to constantly edit their health routines and experiment with lifestyle habits as time goes on. Isn’t that the very definition of biohacking?

Let's back up: Here at mindbodygreen, we think of “biohacking” as the practice of making lifestyle tweaks to optimize health and promote longevity. Not shortcuts—contrary to popular belief—but low-lift, everyday habits that complement and enhance an existing well-being routine. Think: optimizing your exercise regimen using tools and techniques (the “biohacks”) to enhance muscle growth. It’s essentially all about advancing health with “do it yourself” biology—a topic that can pique anyone’s interest, regardless of gender.

“[Women] have a most complex physiological lifecycle that requires us to track and manage fertility, pregnancy, breastfeeding, sexuality, perimenopause, and menopause. So we should be looking at biohacking as a path to even greater health and owning the opportunity to improve our lives,” says Maloof.

Yet many women feel intimidated to enter the biohacking scene as it exists today, turned off by the male-dominated energy in the room.

Women are the original biohackers

Molly Maloof, M.D

“Biohacking has always grabbed my attention, and I want to learn, but it sometimes makes me really stressed out, because I go into this state of perfectionism where I have to do all the things,” says doctor of pharmacy and wellness practitioner Mona Vand, PharmD. “The few biohackers that I followed were all males… it just doesn't really resonate with my energy.”

This male energy is not only frustrating but can potentially harm women’s health in the long run. After all, building muscle, prioritizing protein, and keeping an eye on various health metrics are crucial for longevity—in some cases, these proactive measures can save lives. When women don’t get involved, it can totally impact their well-being.

“Physical strength is nonnegotiable,” says functional medicine doctor Gabrielle Lyon, D.O. “I've been a physician since 2006, and I've never heard someone say, ‘I regret being physically strong.’” And the muscle-building space impacts more than just physiological changes, she says. “You optimize fertility, you make healthier babies, you help the epigenetics of your child,” Lyon adds. “You age better, your skin is better, you're less likely to fall and break a hip… There's nothing that doesn't get better the stronger you are.”

So let’s be clear: Dismantling the biohacking boy’s club is not just about helping women feel included; there are real health implications at stake here.

Why the biohacker space actually really needs a dose of feminine energy

I’d be remiss not to mention how biohacking culture can easily become synonymous with hustle culture (some experts don’t even like to use the term, as it implies you can achieve optimal health with quick fixes). But as more women enter the biohacking space, we expect it to become more intuitive and less about hitting every single benchmark. From there, we predict women will focus more on sustainable changes long-term instead of a gazillion quick hacks.

“I used to think it was a flex to do a million things at the same time and habit stack,” Vand recounts. “I now carve out time for doing things that have no efficiency to them, that are strictly for joy or rest and relaxation, versus benefiting my longevity or health. It can be a little bit obsessive when you get into this thought pattern, and I just don't resonate with it.”

This doesn’t mean biohacking will become “softer” as it embraces feminine energy. But there’s an opportunity here for women to introduce some much-needed flexibility into a space that has long felt needlessly rigid.

How the biohacker game is changing — and where it’s headed next

Thanks to a growing awareness that healthcare protocols should not be gendered, more women are now starting to pay attention to markers of performance like lean muscle, hormetic stressors, VO2 max, HRV, zone 2 training, etc. “Cold plunging, saunas, and harder, more physical activities are not just for the boys anymore,” adds Lyon—and we expect an even bigger shift to come in 2024.

“I think it’s super exciting to see biohacking become more mainstream and more women joining the conversation,” adds Maloof. She praises apps like Wild.AI, for women who aim to make lifestyle adjustments based on their menstrual cycle, and Zero, for women who want to dabble in time-restricted eating, both of which have helped to herald the shift.

Other existing health optimization companies are now inviting women into the conversation by introducing specific features informed by their unique physiology. WHOOP, for example, is currently working on upgrades to their popular health-tracking band: “We did a study recently where we learned a lot about how a woman's body changes during pregnancy and how her heart rate variability (HRV) will evolve. It'll decrease, and then about seven weeks before she gives birth, it will increase sharply,” explains Will Ahmed, WHOOP founder and CEO, on the mindbodygreen podcast

If a woman didn’t know that this was supposed to happen, she might look at this stark increase with a critical (or anxious) eye. “We've been able to take population-level data on pregnant women and now have a feature in the app, where a woman can see how her body is evolving alongside what other pregnant women are experiencing,” he adds.

Similarly, creatine supplements—from the ingredients to the packaging—are no longer marketed toward dudes looking to bulk up, and we are certainly here for it. After all, muscle mass is a predictor of longevity and healthspan, so supplements that promote it can help all of us “hack” our health in a big way.

And as Lyon notes, women have lower endogenous creatine stores compared to men (meaning, they have less available). And the amino acid has been associated with significantly increased muscle mass1 in both men and women, without increasing the risk of adverse outcomes2, like weight gain. “Most of the women in my practice will go on creatine, and they find anecdotally that it really improves both anaerobic and aerobic exercise performance,” Lyon shares.

Not to mention the supplement’s brain health perks: Taking creatine has been shown to benefit both working memory and processing speed3 as well as cognitive longevity4. “It is above and beyond simply sport performance,” adds Lyon, who has certainly seen an uptick in women curious about creatine.

As women feel intimidated (or even restricted) by biohacking spaces, some experts have taken it upon themselves to create new ones that center the feminine. For example, neuropsychophysiologist Kayla Osterhoff, MPH, offers a Women's Biohacking Mini Course, consisting of lifestyle routines and tips aligned with female physiology.

Osterhoff also recently presented at the 2023 Dragonfly Live Conference—among other female biohackers—to discuss the latest advancements in women's well-being and the “health revolution” that’s sweeping the mainstream. This conference aims to gather the “who's-who” in the health space to discuss cutting-edge strategies and innovations that optimize well-being—by having women biohackers at the forefront of the conversation, we can expect them to hit the main stage in a broader sense.

Or take the brand new Evie Ring, the first medical-grade health wearable designed for women, created by medical device company Movano Health. The technology ties hormonal information to a woman’s sleep, activity, and heart health data (among other metrics).

For instance, “If we notice a more restless night of sleep in the luteal phase, we'll point it out and also give some strategies for how somebody may attack their day, despite having not gotten as good of a night of sleep,” says Stacy Salvi, vice president of product and strategy at Movano Health. Similarly, “We know that there are cardiovascular implications when your estrogen drops, so they would want to keep a better look on the function of their heart,” she adds. “This would be something that they would be able to do from our app.”

Even the design itself was made with women in mind: The ring features an open band meant to accommodate how women’s fingers change in size throughout the day, so it can stay comfortable.

To avoid needless stress, Evie also limits the amount of goals you can set on the app. “You can only set three at a time, because we do not want to overwhelm [users] with a bunch of different things,” says Salvi. “I mean, I'm an overachiever. I probably would set every single goal and then fail at them.” And heaven knows we don’t need yet another way for busy, overwhelmed women to feel like they’re failing in a society with unsurmountable standards.

Forecasting the future

A woman walks up to the weight rack in 2024. She sees the usual suspects—bros pounding protein shakes and grunting through their bicep curls—but now she also sees a fair amount of women on the scene. They’ve got creatine supplements! Fitness trackers! Kettlebells! (And no, they aren’t pink.)

Granted, we still have a ways to go before women feel totally embraced by the biohacking space (we’d first have to close the centuries-long gender gap in science and medicine), but it’s clear that the arena is becoming way less of a boy’s club. “And the world is ready, my friend,” says Lyon. “The world is absolutely ready for this.”

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The methods and techniques used by biohacking enthusiasts include nutrition, physical activity, supplement intake, medical screenings, and mental health practices.

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Content: There were 802 press releases posted in the last 24 hours and 218,846 in the last 365 days.

Jean Fallacara Guest on The Melanie Avalon Biohacking Podcast

Melanie Avalon Biohacking Podcast with Jean Fallacara

The Melanie Avalon Biohacking Podcast Episode 156 with Jean Fallacara deep dive into Neuroscience Calisthenics and Cyborggainz

Way too many people want to perform, but they don't put the right parameter and setup in place”
— Jean Fallacara
BOSTON, MA, CANADA, August 11, 2022 /EINPresswire.com/ -- Cyborgmedia LLC, is pleased to announce that our CEO Jean Fallacara was invited guest on The Melanie Avalon Biohacking Podcast Episode 156 -
The episode is airing on iTunes, iHeart Radio, Spotify, and all other podcast platforms. Join best-selling author and actress Melanie Avalon as she interviews today’s leading health and wellness experts, going beyond the fads to bring you all the biohacking tips, tricks, and techniques to effortlessly upgrade your body, brain, and life.

In this episode, Melanie and Jean took a deep dive into human performance and biohacking speaking about Neuroscience Calisthenics, achieving the Flow State, Music and the Brain
Visualization and Goal Setting, Addiction and IQ, Dopamine Pathways, Quantum Science and more.

With close than 300,000 followers on Instagram @Cyborggainz, Jean shares his knowledge of neuroplasticity, science, biohacking, and cognitive functions to explain how to incorporate functional neuroscience into sports and fitness in order to redefine workouts and enhance the performance of body and brain.

“"Way too many people want to perform, but they don't put the right parameter and setup in place.
You want to start? Put some dedication into what you're doing. That's the first thing.”
“..once you set that goal, there is no plan B. Don't think about an escape plan. If You're not convinced, you're not dedicated to it”
Jean Fallacara

- About Jean Fallacara
Biohacker, Disruptor - Master of Chaos, Risk & Figuring it out- Jean is a Serial entrepreneur, Scientist, Author, Athlete and Public Speaker.
Already ranked
-Top 10 Entrepreneurs to Follow by LA WEEKLY,
-Top 10 Motivational Influencers Canada
-Top 10 Athletes Instagram Influencers In Montreal.

Author of the Book “Neuroscience Calisthenics: Hijack your Body Clock.” Jean is also Owner of Biohacker’s Update Magazine, world’s first magazine about Biohacking and Human Optimization. www.biohackersmagazine.com
He recently accepted a position as Managing Director at inTEST Corporation [NYSE: INTT], in 2021 after his group Z-Sciences was acquired.

About Melanie Avalon
Melanie holds a certification in Holistic Nutrition from the American Fitness Professionals & Associates (AFPA), and is certified as a Wine Specialist by the internationally renowned Wine And Spirits Education Trust (WSET), achieving a perfect score for Level II. Melanie studied in the literary-based “Thematic Option” honors program at the University of Southern California. While at USC, Melanie presented in the annual Thematic Option Research Conference, received the Louise Kerckhoff scholarship for her paper “Charcot's Oppressive Hysteria: Vindicated Today?,” and contributed her “Diary of A Crazy Woman” editorial series to the Delta Kappa Alpha film fraternity’s newsletter. She later Melanie published the #1 Amazon best seller, The What When Wine Diet: Paleo and Intermittent Fasting for Health and Weight Loss.

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CyborgMedia LLC Manages, controls & operates:

-CYBORGGAINZ Pushing human performance forward, Running all sorts of experiments in order to optimize bodies, to achieve peak performance, and upgrade physical + mental performance. -

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-NO PLAN-B PODCAST Hosted by Jean Fallacara, discussing human optimization and the future of Biohacking with the industry experts. Jean Fallacara, Serial Entrepreneur Master of Chaos, Risk & Figuring

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Melanie Avalon Biohacking Podcast with Jean Fallacara

Some popular methods used by biohacking enthusiasts include intermittent fasting, cold-water therapy, and removing inflammatory foods from their diet.

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Content: TV legend Davinia Taylor has revealed how well she is feeling after undertaking a new lifestyle that involves biohacking.

Biohacking occurs when someone changes their nutrition and lifestyle in order to make themselves healthier. Each person who biohacks does so in a different way whether it’s cutting out alcohol, taking supplements, or engaging in anti-ageing procedures.

Davinia – who starred in Hollyoaks – has explained that her biohacking involves cold-water therapy and removing inflammatory foods from her diet.

As a result of her new lifestyle, which also includes the use of saunas and supplements, Davinia has said that she now feels healthier than she ever has before.

Speaking to Hello! Davinia said that she entered a difficult period of poor mental health after the death of her mother when she was 35.

She added: “Boredom drove me to drink and then to eat unhealthily. I don’t want to go into my 50s feeling bored, so I had to find another way to get the dopamine I crave.”

On the techniques she uses for her biohacking, Davinia reveals that one of her routine acts is taking supplements from a company she founded. Known as WillPowders which contain collagen, protein, bone broth, and MCT (a healthy form of saturated fat) they have become an essential part of her routine.

Davinia explained: “If I don’t have my morning keto creamer and collagen, I’m going to end up binging on croissants or brownies. It’s how I’m wired after my 1980s upbringing.”

This isn’t the first time Davinia has spoken about biohacking. Earlier this year she told the Evening Standard that it wasn’t a case of taking big measures to improve one’s health.

She said: “There's so much doom and gloom… There's so much doom and gloom…There are so many little hacks you can do just to make yourself feel mentally better.”

Davinia highlighted the benefits of cold-water therapy, a method she said can be cheap to access: “The water’s freezing in this country two-thirds of the time. And on the few months a year when it’s not, just go to the supermarket, buy some ice bags and empty them into the bath.”

Additionally, biohacking enthusiasts also use supplements, such as collagen, protein, bone broth, and MCT, to support their health and well-being.

Physical activity, such as exercise and sauna use, is also an important aspect of biohacking.

Mental health practices, such as stress management and cognitive stimulation, are also essential for overall well-being and are often incorporated into biohacking routines.

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Content: Home » biohacking, reprogramming mind and body to live better

biohacking, reprogramming mind and body to live better

by admin

It’s called “biohacking” and it comes from Silicon Valley. Listen: The long life diet: the longevity formula is calorie restriction …

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It’s called “biohacking” and comes from Silicon Valley.

A relatively new word that comes from the union of “biology” and “hacker” and indicates the attempt to positively influence the functioning of the organism, by hacking, ie trying to “force”, one’s genetic heritage. A strategy to live better and longer launched years ago by Californian top managers and which then spread throughout the world. How to upgrade the “operating system” of the human body? No manipulation, here we are talking about “reprogramming” and new lifestyles. “Our genetic heritage has enormous unexpressed potential that can be activated,” he explains Fabio Piccinidoctor and psychoanalyst, researcher of Food Sciences of theMarche Polytechnic University, author of the book “Biohacking Techniques: how to optimize metabolism to increase health and longevity”. “Biohacking aims to activate epigenetic modifications by awakening dormant genes to enhance the body’s resources.” While genetics studies the structure of DNA, epigenetics the way genes express themselves, i.e. how much they are turned on or off. “We’re talking about a set of strategies that aim to strengthen the body from a physical and mental point of view, first of all through nutrition, sleep quality, physical activity, cognitive stimulation”. One of the pillars of biohacking and the intermittent fasting, Piccini adds, which plans to concentrate the diet in a precise time span of the day (to be followed always under medical supervision). «But it is equally important to take care of sleep, we know very well that sleep debt accelerates aging and that 30-40 percent of people sleep too little. Just as it is essential to check thehydration. Physical training must also be intermittent, with recovery periods in place to allow the muscle layers to rebuild. And then, you have to keep learning something at any age, another pillar of biohacking: studying music or a new language, for example, to counteract cognitive degeneration”.

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THE QUALITY OF LIFE

Sandra Milo is one of the supporters of this well-being and longevity strategy. «I’m lucky, at 90 I’m in full health and I still have a great desire to enjoy life. I don’t know if it’s a matter of genetics, nor do I think there is a “magic formula” of longevity, but I have certainly always been careful to lead a healthy life. There is nothing more beautiful than reaching old age with a smile and in full autonomy », says the actress who baptized the first Biohacking Suite in Rome. “Our mission is not so much to lengthen life but to improve its quality by lowering the rate of morbidity,” explains Dr. Claudio Urbani, specialist in regenerative medicine, neuroscience and stress therapy, head of the longevity center Umb. «Biohacking aims to modify dormant functional responses from non-use, from muscular or cardiovascular function to flexibility. It is about regaining possession of the body and the mind-body axis, starting with stress management». Diagnosing your own state of “aging” involves a series of tests. «The measurement of oxidative stress which measures the quantity of free radicals and indicates any inflammatory states, plethysmography to evaluate the functionality of the microcirculation of the legs, impedancemetry to study body composition, fat and lean mass, nutritional status and hydration level. And only after the check is a tailor-made program created for each person. Among the suggested therapies, there is also that of the cold which stimulates the metabolism and reduces inflammation ».

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While some biohacking methods may be supported by reliable scientific data from clinical research, others may not be.

For example, the use of creatine supplements has been associated with significantly increased muscle mass in both men and women, without increasing the risk of adverse outcomes.

However, more research is needed to fully understand the effects of biohacking on human health and longevity.

Is there clinical evidence for benefits of short intermittent fasting methods?

Clinical evidence for fasting as long as seven days is not yet available.

Overall, biohacking is a complex and multifaceted practice that requires a comprehensive approach to health and well-being.