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October 5, 2021

The “Because” of Judaism

One evening in July, I made my way over to a “mixer for young Jewish professionals” at a private home in the Lower East Side of Manhattan. The first thing I noticed on arrival was an enormous statue of Vladimir Lenin on the rooftop next door, overlooking the city with his arm outstretched as if he were greeting his subjects. I somehow managed to put this fascination in my pocket and carried on with the evening.  At the event, I met many young entrepreneurs such as Aaron Raimi, the founder of MeetJew University, a Facebook page-turned matchmaking service. I also met Libby Walker, an aspiring comedian who plays a Jewish mother named “Sheryl Cohen” on TikTok. I met men who worked for top publications, women who launched startups in the city, and just-passing-through Jews who wanted somewhere to hang out. 

Our hosts were Rabbi Moshe Mayerfeld and his wife Liat, founders of a new non-profit called “Kii.” Kii offers a space for young Jews from across New York City for Shabbat meals, holiday celebrations, and a general place to connect with peers and strangers in a Jewish setting. A foundational tenet of Kii is “meeting Jews where they are,” and after visiting the Mayerfeld apartment a number of times and bringing friends along with me who found themselves lonely on Friday nights, I can attest to this truth. At any given dinner, Jews are represented from across the religious and cultural spectrum, creating a rich tapestry that seems to be quintessential New York, but in reality is more difficult to come by, as many Jewish spaces in the city are segregated by level of observance.

In Hebrew, “Kii” means “because,” which Liat explained signifies “the meaning and rationale behind concepts in Judaism. Why am I Jewish?”

Kii, pronounced “key,” nods to the English word to indicate unlocking the part of yourself that connects to Judaism. In Hebrew, “Kii” means “because,” which Liat explained signifies “the meaning and rationale behind concepts in Judaism. Why am I Jewish? What is Yom Kippur, and why should I engage with it? Because…” If the silence of the crowd during her husband’s commentary on Sukkot is any indication, the recipe seems to be working:  Young Jews in America finding the “because” of their Judaism is “key” to sustaining their Judaism. 

I had the opportunity to sit down with Moshe and Liat earlier this week, and I realized there is much more to Kii than its (delicious) homemade challah. 

Liat and Moshe grew up in the United States but met in Israel. Liat served in IDF intelligence and attended university while Moshe studied in rabbinical school and worked in a Yeshiva program for troubled youth. After an impromptu visit to England to observe its Jewish community, they both decided to pack up life in the Holy Land and begin anew in London. What was meant to be two years of working with young people to reconnect them with Judaism turned into a twenty year stay, bringing with it eight children, trips with college students to Israel, Africa, and Asia, a basketball league, and dozens of marriages facilitated by their welcoming home. They both speak of England quite fondly.

“England is a relatively small place,” Liat says. “And we had seen over twenty years a clear shift in British society toward Jewish engagement. The ones that we knew who didn’t have any connection to Judaism, now twenty years later, they’re raising their own families with a connection.”  Moshe noted that their original alumni in England did not attend Jewish schools, but now, their children certainly do. “We’d like to think we had a part in that,” Liat added, smiling. 

I asked the couple if they have seen the same shift in American society toward Jewish engagement, and without hesitation, in unison, they both responded “no,” Moshe adding: “That’s why we came here.” 

I couldn’t help myself but to stay on this discrepancy for the majority of our conversation. We agreed on the general sense of uneasiness among religious Jews in America amid rising intermarriage rates and the general secularization of younger people. We discussed the expressions of concern from rabbis, Jewish schools, and from elder members of our community. Yet despite it all, Moshe and Liat remain optimistic. 

“We don’t work from a place of panic,” said Moshe. “God has promised us that we’re going to be around forever. No one individual is going to be around forever, but we have an opportunity to connect people with what is going to stay—their Judaism. What greater joy than that?”

Liat and Moshe seek to bring a British success story to America, making their organization a page in the book of stubborn Jewish continuity.

Liat and Moshe seek to bring a British success story to America, making their organization a page in the book of stubborn Jewish continuity. From the loud and dynamic conversations, to the meals, to the thrill of meeting a potential date or networking connection, Kii feels like a home. For many, the loneliness of quarantine continued even as the restaurants and theatres reopened their doors. For many, Zoom shul services and the cancelation of summer camp exacerbated their already fleeting connection to Judaism. In New York City, Kii serves as an antidote to loneliness.  

Toward the end of my first evening with Kii, I approached Liat to thank her for the festivities, but mostly, to inquire about the statue of Lenin that sits atop the neighbors’ roof. She told me the statue was placed there by a wealthy communist who ironically sought to do with his private property as he saw fit. But then Liat digressed, and began sharing stories of her travels in Europe. In Rome, she and Moshe followed a tour guide who brought them to the Arch of Titus, the monument erected to commemorate the sacking of Jerusalem and the expulsion of its Jews in 70 AD. Inspired by the grand rabbi of Ponevezh, the tour-guide instructed them to sing underneath its mighty walls a song along the lines of “Titus, Titus, where are you? Gone are the Romans, here still are the Jews.” Now, Liat mused, her children pass by her apartment, and sing “Lenin, Lenin, where are you? Gone are the Soviets, here still are the Jews.”


Blake Flayton is New Media Director and columnist at the Jewish Journal.

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The New World of Jobs: Too Many and Not Enough

If you’re among the more than 14 million people over the age of 16 trying to find a job, you might be feeling frustrated. You might have put your resume and application in dozens of times, and still have nothing to show for it. There are more than 3.2 million of you who have been looking for a job for more than six months. That’s a long time without a paycheck.

More than half of business owners say finding employees is the number one problem faced by companies in the coming months.

At the same time, if you are a business owner – particularly a small business owner – you’re likely feeling frustration of your own. You want to hire someone – you need to hire someone – but you’re not finding the right person. More than half of business owners say finding employees is the number one problem faced by companies in the coming months. No workers is not good for business.

There is definitely a disconnect here, one that has been brewing for some time.

Even before the global health pandemic disrupted our economy, the way we work was changing at a rapid pace. New technology in the workplace – from the factory floor to the retail store to the office – required new skills from employees and job seekers. The pandemic didn’t slow down the changes; it sped them up. It also exposed some underlying barriers and challenges to employment that continue to reverberate throughout our economy.

Now, 19 months in, there are a record 10.9 million open jobs around the country, with a huge demand for workers in health care, finance, hotels, and food service. At the same time, there are 8.4 million people out of work and looking for a job. There’s also another 5.7 million people out of work and who say they want to work but have not been looking for various reasons.

The numbers indicate there are more than enough jobs to go around for everyone who wants one, and then some. So, what’s the problem?

Work Has Changed, So Too Have Skills

COVID-19 accelerated changes in technology. What was expected to happen over several decades happened in just months, represented in three broad trends: remote work, e-commerce and automation. 

“Many companies deployed automation and AI in warehouses, grocery stores, call centers, and manufacturing plants to reduce workplace density and cope with surges in demand,” explained a McKinsey Globel Institute report. More sophisticated, automated machines and tools need a more skilled workforce to maintain or run them. 

This quickening of workplace adaptation creates a demand that the talent pipeline can’t keep up with. Many businesses are tackling the problem head-on, and internally, contracting with outside training providers to set up in-house training to develop the talent with the skills they need to get the job done.

The Hidden Workforce

Businesses are leaving talent on the table. “Companies are increasingly desperate for workers,” but as many as 27 million American workers and job seekers remain “hidden” because employers are using AI-powered applicant tracking systems to screen candidates, according to a new report from Harvard Business School. 

“We framed the phrase ‘hidden worker’ because the processes that companies use – and the way they implement them – have the effect of screening out a large number of people from any kind of active consideration for a position,” the report’s co-author Joe Fuller recently told me on my Work in Progress podcast for the nonprofit WorkingNation.

Ninety-nine percent of the nation’s biggest companies access job applications via screening software, and they set filters that can either keep a person in the candidate pool or exclude them, according to Fuller. “A a filter is, does this person have a college degree? If so, then they stay in the pool. A more subtle one is that almost half of U.S. employers will use what’s called a ‘continuity of employment filter’ that says if someone has a gap on their resume of more than six months, exclude.”

Job candidates that are 80 to 90 percent of the way to being qualified are falling out of the candidate pool because they are being evaluated by a machine instead of a human being.

Job candidates that are 80 to 90 percent of the way to being qualified are falling out of the candidate pool because they are being evaluated by a machine instead of a human being, said Fuller.

Employers need to realize the depth of the talent pool of those with high school diplomas, but without college degrees, Shad Ahmed, COO of nonprofit Opportunity@Work, which champions the hiring of workers without a college degree, pointed out. 

“A generation ago, you could have an entry-level job in sales and that could be your gateway to a great middle-wage job today. Those entry-level jobs in sales are called sales account representative roles, and 80 percent of those have a degree requirement,” he continued. “We’re putting up structural barriers that are shutting out many workers from even getting into those first entry-level jobs.”

Midcareer Workers Face Age Bias

You may be surprised to learn that almost half of the long-term unemployed – people out of work for six months or more – are 45-year-old or older. Age bias plays a big role in this, according to the Meeting the Midcareer Moment report from Generation, a nonprofit that trains workers of all ages for today’s workforce. 

CEO Mona Mourshed said when hiring managers look at older job applicants – no matter how experienced – they wrongly see someone who isn’t tech-savvy, isn’t adaptable and who won’t fit into the company culture. “These perceptions of midcareer workers are putting them at the bottom of the pile when it comes to hiring,” said Mourshed. “Long story short, employers see the age 45+ population as having absolutely no strengths relative to those who are age 18-to-34 or 35-to-44.”  

Job seekers between the ages of 35 and 44 are most popular with hiring managers, according to the survey. “That’s the sweet spot. They’ve had enough experience, but employers still view them as being nimble and creative. This for us was one of the most stark findings of the report. It really puts a number on ageism.”  

The Generation report argued that we are at a crossroads: ”If we choose to recognize the talents of this group and help them adapt to workplace disruptions, we can prosper together. But if we stick with the status quo, a bad situation will only get worse.”

Johnny C. Taylor, Jr., president and CEO of SHRM, the Society for Human Resource Management, agreed in a recent interview.

“Ageism is one of the biggest, most tragic forms of discrimination in the workplace. We have to address that head on and sensitize people (and hiring managers) to the fact that one day you too will be 50, and therefore you have to, 25-year-old, understand that this is in your best interest to change the narrative and the way that people think about it.”

Taylor goes on to say it is up to CEOs like himself to establish that diversity, equity, and inclusion isn’t just about race, gender, or national origin; it also includes age. “We’ve got to broaden the definition so that it encompasses everyone. Opportunity for all. It starts with the CEO and boards, we’ve got to say, diversity is not a program and an initiative, it’s the way we do business here.”

Working Mothers Are Staying Home

The pandemic hit working women harder than working men, knocking 12.2 million women out of the labor force between February and April in 2020. As employers started adding back jobs, many women returned to work from layoffs or found new jobs. But not all of them. This summer, the percentage of women over the age of 20 who are working hit a 30-year low – 57.4 percent compared to 59.2 percent in February 2020. 

Women are grappling with many of the same issues and hard choices as men. Their original jobs are gone or have changed because of as businesses implemented more technologies and efficiencies in order to stay viable. Job seekers also are worried about the continuing risk of exposure to evolving variants of the coronavirus, especially in public-facing jobs.

For mothers who want to rejoin the workforce, there is another big challenge added to the mix: finding reliable and affordable childcare.

For mothers who want to rejoin the workforce, there is another big challenge added to the mix: finding reliable and affordable childcare. Historically, women have handled much of the housework and caregiving in the home, even while working full time, and during the pandemic, mothers took on an even greater load as school districts shut down physical locations in favor of remote teaching.

Childcare is expensive. In Los Angeles, for example, day care for infants and preschool children can cost as much as $16,000 a year. That can make it financially untenable to return full time to the work force for many working families who then choose instead to have one parent remain home.

At the same time, four out of five childcare facilities say they’re having a hard time finding enough workers with childcare professionals expressing their own concern that they will be exposed to coronavirus from unvaccinated kids or coworkers.

Workers Are Rethinking Their Priorities

Workers are in the driver’s seat. They are leaving the workforce in search of better opportunities and benefits—11.5 million in late spring and early summer. They want better pay and more flexibility, and they have had a chance to reevaluate what is most important to them in their job and care. They want a sense of purpose and dignity. 

When it comes to pay, it is a case of supply and demand and who has the advantage in the marketplace. Right now, the demand is much greater than the supply, so job seekers can hold out for more wages and benefits before taking a job that might not be one that they really want.

That brings us to the matter of flexibility, and that brings us back to where we started – changes in how we work. At the height of the pandemic, more than a third of all jobs were being done remotely. Many workers – particularly those in so-called knowledge-based fields – were able to do their jobs from home and found it helped their work-life balance, particularly in the midst of the health care crisis. 

They don’t want to go back to the old way of working. A survey from PwC found that 83 percent of employees who worked from home last year would like to do so at least one day a week after the pandemic, and 32 percent said they would prefer never to go to the office at all. 

The percentage of jobs allowing remote work has dropped dramatically since the first months of the pandemic to just around 13 percent. This is making it harder for businesses to hire. The most recent Beige Book from the Federal Reserve said that businesses across the country are noting a “persistent and extensive labor shortage,” forcing them to use “bonuses, training, and flexible work arrangements to attract and retain workers.”

SHRM’s Johnny Taylor noted the relationship between employer and employee works both ways. “When I think about work and the importance of work, a phrase comes to mind – mutual benefit. At the end of the day, work doesn’t work when it’s only good for the employer. And by the way, it doesn’t work when it’s only good for the employee.”

He added that the concept of mutual benefit in work is tied to the sense of dignity and a sense of purpose for an employee. “There is dignity in work, and we know that when people are out of work forcibly, it literally changes the person that you are. It’s not just enough to have a job. But to have a good job, one where you bring your whole self to work.”

“Our sense of ourselves, as well as our sense of others, has to do with the kind of work we do and whether it not only rewards ourself and fills our soul, but whether the people around us esteem what we do.” — Rabbi David Wolpe

As Rabbi David Wolpe of Sinai Temple in Los Angeles puts it, “When you have work that you feel good about, and feel is productive, that means that about a third of your life is taken up with something that you think is important and worthwhile. When you don’t, you spend almost every minute thinking about, ‘Why don’t I?’ And so, our sense of ourselves, as well as our sense of others, has to do with the kind of work we do and whether it not only rewards ourself and fills our soul, but whether the people around us esteem what we do.”


Ramona Schindelheim is the editor-in-chief of WorkingNation.

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Kamala Harris Should Be Judged By Her Own Standards

Last week, the Vice President was speaking to a college class when a student expressed frustration that her campus organizing against U.S. funding for Israel had been ineffective. The student referred to actions of the state of Israel as “ethnic genocide.” 

Harris responded by encouraging her to stay politically active, which is fine. Even people who are profoundly wrong about important matters are entitled to their First Amendment rights. But Harris’s choice of language to make that point has embroiled her in yet another communications maelstrom of the type she has faced for much of her first months in office. 

How did the Vice President of the United States respond to a questioner who suggested that Israel’s efforts to defend its citizens from missile attacks during a war with a terrorist organization was actually a deliberate mass killing designed to destroy an entire people?

Harris said: “Your voice, your perspective, your experience, your truth should not be suppressed.”

At best, her statement was a badly misguided attempt to encourage a young person to stay politically involved.

Most reasonable people would agree that the student’s misguided voice, skewed perspective and weighted experience should not be censored. But Harris’s reference to “truth” suggests that she thinks the student’s characterization was true. This would put the vice president in direct contradiction with the policy of the Biden Administration and the bipartisan consensus of both Congress and the American people. At best, her statement was a badly misguided attempt to encourage a young person to stay politically involved. At worst, it reflected a dangerous belief that Israel should not be allowed to defend itself.

But while Harris has faced deservedly sharp criticism over the last several days, it’s also worth remembering that she has been on the other end of these types of attacks. Two years ago, in the first Democratic presidential primary debate, Harris blindsided Joe Biden with an attack on his record on school busing in the 1970s. At that time, she said: 

“I do not believe you are a racist, and I agree with you when you commit yourself to the importance of finding common ground.

“But I also believe, and it’s personal… it was hurtful to hear you talk about the reputations of two United States senators who built their reputations and career on the segregation of race in this country. And it was not only that, but you also worked with them to oppose busing.”

Let’s apply the standards Harris employed then to this current controversy.

I don’t believe that Harris is an anti-Zionist or an antisemite any more than she thinks that Biden is a racist. I agree with her that no one’s vote or voice should be suppressed. But I also believe—and it’s personal—that it is incredibly harmful for anyone who cares about the safety of the state of Israel and its people, not to mention sustainable peace in the Middle East, to hear her validate an abhorrent mischaracterization of Israel protecting its citizens against sustained terrorist missile strikes.

To date, there has been an important difference between the two incidents. In the days after Harris criticized Biden for his record on busing, Biden himself devoted a great deal of time and effort to clarifying his position, and continually reinforcing his career-long commitment to civil rights. He eventually won his party’s nomination with strong support from black voters. 

By contrast, while Harris’ spokesperson has issued a written statement pointing to the vice president’s past record on Israel, and while other advisors have reached out to Jewish community leaders for the same purpose, Harris herself has been publicly silent. At the time this column was submitted, almost a week had passed since Harris characterized this anti-Zionist slander as “truth” and left it to her staff to clean up the mess. Since then, the vice president herself has said nothing.

Biden understood that his dedication to civil rights was too important to him—and to affected voters—to allow an inaccurate impression of his beliefs to stand uncorrected. So he immediately, repeatedly and forcefully defended his record, and successfully reassured the relevant communities that he stood with them. Perhaps Harris will learn that lesson from her former foe and current boss before too much more time passes. n


Dan Schnur is a Professor at the University of California – Berkeley, USC and Pepperdine. Join Dan for his weekly webinar “Politics in the Time of Coronavirus” (www/lawac.org) on Tuesdays at 5 PM.

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Meet Georgie, Our Guinea Pig

“I’m not sure I like the way it’s looking at me,” my father remarked about the guinea pig I procured for my kids last October. 

“It looks that way at everyone,” I replied. 

“Is it a hamster?” my mother asked. 

“No, hamsters are much smaller,” I said, unable to remember the Persian translation for “guinea pig.” And without that translation, my parents and I were at an impasse, because, like many Iranians, they had never seen a guinea pig before. 

“Whatever it is, it has fantastic hair,” my father said. It’s true. Our pet has an adorable (and natural) fluffy, white mohawk.

It took two weeks before I finally learned that the translation for “guinea pig” in Persian is “khookcheh-yeh-Hendi” (“little Indian pig”). Not that it mattered much. My mother still calls and asks how our hamster is doing. 

I bought “Georgie,” as his last owner called him, on a whim when I noticed a post on a local Facebook group asking if anyone wanted to give a sweet guinea pig a new home. I had wanted a pet for my sons, ages 3 and 5, but months earlier, the good folks at PetSmart had warned me that hamsters bite. My husband is allergic to dogs, and while I love birds, he’s not a fan of their constant squawking. As for cats, I find them to be too independent, and, for some strange reason, I love pets who are demanding and whiny, perhaps because they remind me of myself.

The Talmud tells us we must feed our animals before we feed ourselves, which is why Georgie gets his morning Persian cucumber before anyone else eats breakfast. 

Suffice it to say, “demanding” and “whiny” fit Georgie to a tea; when he’s hungry (he’s always hungry) he fills our home with the trademark guinea pig squeaking that makes my heart melt. The Talmud tells us we must feed our animals before we feed ourselves, which is why Georgie gets his morning Persian cucumber before anyone else eats breakfast. 

Yes, Persian cucumber. His last owner (who is also Iranian) fed him Persian cucumbers in addition to his normal diet of Timothy hay and pellets, and now, Georgie refuses to eat any other type of cucumber, whether English, Kirby, or Diva. One time, I unknowingly offered him a small piece of English cucumber, and I could have sworn that he cursed me under his breath before tossing it aside. 

In truth, Georgie (we gave him the full name “George Washington”) is eating me out of house and home and produce. A few weeks ago, on Yom Kippur, as I approached his cage, tired and starving, I almost lost my mind as the singularly fresh scent of a Persian cucumber I brought him wafted through the air. I’m not proud of it, but I contemplated breaking my fast and swiping a cucumber from a lovable rodent. 

A few months ago, I decided to get Georgie a mate. Though I love him and cuddle with him a lot (he’s just agreed to belly rubs), I know he would love a friend. But when I arrived at PetSmart and found a slew of cute, baby guinea pigs, I was told that if I introduced another male into Georgie’s cage, the second guinea pig would most likely end up with its eyes scratched out. When I asked about a female guinea pig, she delivered some disturbing news. In fact, her exact words were, “You can if you want to, but your male will probably rape the female all day long.” 

That was enough for me. I’ll continue to research an option for a mate (I can’t bear the thought of Georgie being lonely), but I draw the line at her awful warning. Currently, I’m looking into getting Georgie neutered, though I doubt he would want me sharing such sensitive information with readers. 

It may be hard to believe, but a pet like Georgie is just another reminder that my family and I are truly Americans now. He wins our hearts and eats our food. I spend more on his absorbent cage “bedding” than I do on my own bedsheets. And he reminds us that we live in a country free of oppression, where we can focus on our animals because we’re not merely trying to survive. 

True to form, my sister also recently brought home a pet — a wonderful dog — whom she named “Benji.” His full name: Benjamin Franklin.


Tabby Refael is a Los Angeles-based writer, speaker, and civic action activist. Follow her on Twitter @RefaelTabby

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