On Saturday, she started off by thanking Musk, adding, Ive long been inspired by your vision to create a brighter future. Im excited to help bring this vision to Twitter and transform this business together!

Next, she wrote, I see I have some new followers. Im not as prolific as @elonmusk (yet!), but Im just as committed to the future of this platform. Your feedback is VITAL to that future. Im here for all of it. Lets keep the conversation going and build Twitter 2.0 together!

Those two tweets quickly racked up the most views, likes, and replies her account has ever seen, a sign of the sharply increased attention she is now and will be receiving.

One of her most popular tweets before this weekend involved, somewhat fittingly, Musk. On April 20, she shared an interview with Musk shed just conducted at a Possible marketing conference in Florida, writing: We can all agree this freedom of speech, deserves a bit more reach. Heres my full chat with @elonmusk 

That interview was conducted in front of marketing professionals, many of whom had become leery of advertising on Twitter since Musks $44 billion takeover of the platform last year. Yaccarino challenged Musk in that interview repeatedly, prodding the self-described free-speech absolutist to address the concerns of the advertisers watching them regarding a perceived uptick in racism, conspiracies, and other objectionable content on the platform.

So let me kind of pull you back into whats important to the people in this room, and thats protection for their ad campaigns, Yaccarino told Musk. She said there needs to be an opportunity for those marketing professionals to influence what youre building. 

Musk replied, If I were to say, yes, you can influence me, that would be wrong, that would be very wrong, because that would be a diminishment of freedom of speech.

I wanna be specific about influence, replied Yaccarino, who was then still an NBCUniversal ad executive. Its more an open feedback loop for the advertising experts in this room to help develop Twitter into a place where they will be excited about investing more money: product development, ad safety, content moderation. Thats what the influence is. 

Its totally cool to say you want your advertising to appear in certain places in Twitter and not in other places, Musk said. But it is not cool to try to say what Twitter will do. And if that means losing advertising dollars, we lose it. But freedom of speech is paramount.

The interview could have become tense given the topic and the back-and-forth, but Yaccarino and Musk seemed to have a rapport. She capably pulled off a balancing act that day between advertisers and the mercurial billionaire. It might have been a warm-up for whats to come. 

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Now that I take fundraising, hiring, and sales calls from home a few days each week while my daughters do homework or play in the next room, they have exposure to the reality of my work. I hope the lessons they are learning about work and its place in a full life will have a positive impact on them in the years to come. 

As the return-to-office movement gained steam over the past few months, bosses dont understand why people arent returning to the office. Theyre voicing concerns over productivity, creativity, culture, advancement, and mentoringand even asserting that the remote and hybrid work experiment of the past few years has reinforced the critical importance of sitting in an office. Wall Street executive Steven Rattner questioned the effectiveness of remote work, relying on statements from Salesforce CEO Marc Benioff, Meta CEO Mark Zuckerberg, and JPMorgan CEO Jamie Dimon to further his argument. More recently, OpenAI CEO Sam Altman called remote work one of the tech industrys work mistakes.

Its probably not a surprise that employees dont feel similarlynew research shows that employees still arent permitted to work remotely as much as theyd like. And it is hardly a coincidence that the demographic which benefited most from the old system has also expressed the most anxiety about changing it. But we shouldnt confuse the feelings of powerful men with facts.

Despite all of the efforts of the feminist movement that have spanned generations, the reality is that it still largely falls on women to challenge gender inequities in society. Women are still trying to do it all, despite CEOs preserving work arrangements that are outdated and counterproductive when it comes to modern families and changing gender roles. By reimagining when, where, and even how we work, we can make meaningful progress toward gender equality and address the dramatic underrepresentation of women and people of all genders in our companies, particularly at the most senior levels. 

Weve been stuck in the same corporate work norms since the late 1940s when many families could live comfortably on one paycheck and just a third of women worked outside of the home. While so much else has changed (women entering the labor force in record numbers in the late 1960s; the Anita Hill Senate hearing in 1991 that centered the movement around the compounding effects of race and class, the internet revolution, a pandemic that sent millions of workers home and yet didnt crater the economy), we are being told the only way to work is to return to a schedule invented with the Model T.  

The case for flexible work has a social and moral imperative. It helps retain women, reduces burnout, and makes it easier to have children and deliver on caregiving responsibilities. According to a recent survey of female hybrid workers that combine in-office and remote work, 88% believe the flexibility of hybrid work is an equalizer in the workplace, and two-thirds say it has had a positive impact on their career growth path. Flexible work provides greater opportunities for career advancement across gender lines and increases the number of women in leadership, which is good for business. Companies with more women in leadership have more engaged workers and are more profitable.

Ninety percent of women want the ability to work remotely, including fully remote or hybrid-work options, and with it have experienced an increased sense of belonging, greater psychological safety, and, thanks to less unstructured time with colleagues, fewer microaggressions. This is even more pronounced for women of color, LGBTQ+ women, and women with disabilities. Support for flexibility and the ability to work remotely is inextricably tied to gender equality and benefits us all: women, men, and marginalized genders. 

The primary breadwinner role disappearing, with 29% of opposite-sex couples earning the same amount of money and women out-earning their husband in 16% of marriages, and yet, women still spend two more hours on caregiving and 2.5 more hours on housework. Whether a stay-at-home mother or one that works outside the home, mothers still take on the lions share of caregiving and domestic responsibilities, even though that work continues to be woefully undervalued, underappreciated, and undercompensated.

For opposite-sex couples with two wage earners, remote work supports gender equality at home by increasing a mothers paid labor and increasing a fathers domestic labor. Fathers who work from home more frequently perform a greater share of housework and childcare, and their partners are more likely to be employed and work more hours in paid labor. Theres more: Children benefit long term economically and socially when their mother works outside of the home: daughters are more likely to be employed, be supervisors, and earn more, and sons spend more time doing chores around the house and taking care of family members. 

To be sure, flexibility can go wrong, especially if employers reward the people who spend more time in the office with all of the raises, promotions, and plum assignments. In such a scenario, flexibility could inadvertently contribute to a gender gap in pay and advancement. Proximity bias, the unconscious tendency to favor those that are physically closer to us, is a real pitfall and can lead to two classes of workers that break down by gender and race, with the less favored class being women and workers of color. 

At the individual level, the benefits of flexibility for employees dont always hold. When your commute only requires you to walk a few feet and open your laptop, its easy to extend your work day, which can have a negative impact on well-being and increase conflict between work and family, particularly for women. Anyone who has tried to work from the middle of their kitchen table knows how challenging it can be to focus when youre not in a dedicated workplace, especially if you cant access or afford childcare.

But these downsides are worth the tradeoffs. The real reason flexible work arrangements havent worked or have led to a perception among CEOs of poorer outcomes is that companies havent invested in the education, practices, and policies which promote gender equity and improve their workplaces, such as paid leave and mentorship programs. Flexible work certainly isnt the only key to a more gender-equal society but its a hell of a lot better for the most marginalized workers.

The data on hybrid and remote work arrangements is at best inconclusive, which Rattner himself concedes. Flexible work isnt an excuse for workers to do less work, but rather for them to do more lifemore focused work, more family time, and a greater focus on their well-being. Its not a rejection of work, but a renouncement of a system that hasnt served us well. 

Its within the power of companies and CEOs to recast the ideal worker, value workers who shoulder domestic and caregiving responsibilities, support flexible work arrangements and policies and equip managers to lead through the multidimensional challenges of flexible work. 

However, the onus is not just on CEOs. All workers, when and where possible, can support flexible work by choosing it for themselves and empowering colleagues to work when and where they need to.

We must destigmatize flexible work and prevent it from becoming another mommy track, a career path for mothers that offers flexible work at the expense of career advancementor even worse, another version of the tired misogynist trope women belong in the house.

Flexible work will continue to be a win for women as long as it doesnt come with penalties, like slower paths to promotions or relegating women to pink-collar fields. And like parental leave, men need to take it without consequence, too, in order to support gender equity and make a powerful statement about the value of caregiving.

Three years ago, flexible work was novel. Two years ago, it was normal. Today, its necessary. Our future workplacesthe ones my children and yours will inheritrely on us to get this right. 

Erin Grau is the co-founder and Chief Operating Officer of Charter, a future-of-work media and research company.

The opinions expressed in Fortune.com commentary pieces are solely the views of their authors and do not necessarily reflect the opinions and beliefs of Fortune.

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As with many things, the hype surrounding ChatGPT has stirred both excitement and dismay in the workplace. While some workers are worried A.I. will take over their jobs, others have found the tool helpful for them while they job hunt. Of the one-third of nearly 4,000 employees in a survey conducted by The Harris Poll for Fortune, 61% say theyre using the A.I. technology in their searchmostly to practice interview questions, but also for help writing their résumé and cover letter. 

I dont blame them; the idea of never having to write a corny cover letter again feels relieving, even if its a bit unnerving to rely on a product whose founder even admits to be in its early stages. Theres also the issue of whether its ethical to have a robot write your cover letterit feels a bit like copying someone elses homework. But would a recruiter even notice? 

I recently tested out my theory, prompting ChatGPT to write me a cover letter with the qualifications from the below job listing, plugging in a position for a copywriter at the Brooklyn Academy of Music. Like dull magic, a pretty generic cover letter followed:

Dear Hiring Manager,

I am excited to apply for the copywriter position at Brooklyn Academy of Music that was recently advertised on LinkedIn. With my six months of copywriting experience and intuitive sense for clear communication, I am confident in my ability to fulfill the essential duties and responsibilities of this role.

In my previous role as a copywriter for a marketing agency, I developed copy for a range of mediums, including emails, web content, social media, and digital ads. I worked collaboratively with clients to ensure that their vision was accurately conveyed in the copy, and I consistently received positive feedback for the quality and effectiveness of my writing.

I am highly skilled in grammar, editing, and proofreading, and I am committed to delivering high-quality work. Additionally, I have a demonstrated interest in performing arts and culture, and I am familiar with Brooklyn Academy of Musics brand.

As a team player, I thrive in a collaborative environment, and I am comfortable receiving critique and feedback to optimize my work. I am highly organized and skilled in managing tight deadlines and prioritizing tasks, and I am self-motivated and proactive in communicating and problem-solving.

I am excited about the opportunity to work for Brooklyn Academy of Music and contribute to the development of copy for programmatic and development initiatives. Thank you for considering my application.

Sincerely,

Chloe

I showed three expertsa career coach, an organizational consultant, and an A.I. thought leaderthe cover letter, but didnt tell them a robot wrote it until after they read it. Turns out, they mostly didnt notice or care, although they acknowledged it needed a few tweaks and that I would need to fess up if a recruiter asked if I had A.I. help. Their acceptance signifies that the cover letter, which was originally handwritten back in the day, has reached its latest stage of evolution. If we use the tool right, ChatGPT could render writing the cover letter as we know it dead. 

The consensus among the experts: My ChatGPT cover letter was passable, but if I wanted to stand out among my competition, it would need some human modification. 

After reading the cover letter I didnt write, Octavia Goredema, career coach and founder of Twenty Ten Agency, told me, Good job, Chloe. The length and examples were good, she said, but there were a few redundant phrases. It was a little formulaic, but it did the job for you.

It also passed the test with Beena Ammanath, who said it read very well and that she wouldnt have been able to tell it was A.I. generated if I hadnt told her. While she might be slightly biased considering that shes the executive director of Deloittes A.I. Institute, my third expert also found it acceptable. That would be Juan Pablo Gonzalez, a senior client partner and sector leader for professional services at consulting firm Korn Ferry, who told me my A.I. cover letter passed an A.I. content detector, which reported that it was 79% human generated content.

However, he noticed a few typos and phrasings that sounded off or too similar to the job description, which made him wonder if I wrote it or if I did so quickly since it didnt sound like how most people talk. 

That is to say: While ChatGPT can provide a solid foundation for a cover letter, its all a little robotic (pun intended). We cant put our feet up fully just yet, as we need to build on the generative tools work, adding personal anecdotes and some flair. They can be used as a point of reference that should be customized, Gorodema says. Its fine to use for a first draft, but then you have to make it your own, Pablo Gonzalez agrees, adding that its a great starting point for those who are writing averse or scared of a blank page: Youre never going to stand out if you just have the machine do it all. 

Otherwise, you could miss the opportunity to share something personal or what excited you about the role. He advises that workers using A.I. to write a cover letter do two things: Check for typos and ask if sounds like their voice.

He adds that you shouldnt represent computer generated work as human work, but says its okay to enlist ChatGPT for help the same way youd ask a friend to edit your cover letter. Besides, using A.I. while applying to jobs isnt necessarily a new thing; people have been relying on templates and automated spelling and grammar tools like Grammarly for a while now. 

This is in many ways an evolution of sort of a human driven technology assisted process, Pablo Gonzalez says, pointing to how people have long used templates for cover letters. The twist though, is knowing when to use A.I., when not to, and how to use it. 

For example, if youre applying for a writing job, Pablo Gonzalez suggests always writing a cover letter since originality is probably more important here. Which means that, as a journalist, Im sadly not out of the cover letter woods yet, although software engineers may be more in the clear.

The self-written cover letter has been on its way out

ChatGPT eliminating the self-written cover letter for some workers (minus a few human adjustments) might seem drastic, but if you ask Ammanath, the Deloitte executive director who has nearly three decades in the workforce under her belt, its part of a natural progression. Cover letters used to be a huge deal, she says: A true letter once included references and an introduction giving context for the résumé.

But that evolved alongside technology. When people began emailing résumés, it often tagged along like an annoying little sibling. Its value and purpose waned as applicants began submitting their information via a companys online job board, as it became more clear where and what they were applying for. But, like a sibling, it stuck around. 

While the original form of the cover letter no longer exists, Ammanath says, its still become a legacy. A.I. just might be the next logical step for cover letters in the long line of the hand to typewriters to Word documents. Ammanath says that using a tool as long as its accurate shows the appetite to learn and adapt.

Automation has already been taking place on the employer side for a while now with applicant tracking systems, as Pablo Gonzalez points out. What hasnt changed yet is who does the hiring; cover letter screening may be robot-oriented, but the one who signs off on giving a job offer is generally a human (at least, for now). And when people get involved its best to make the process more personal, says Pablo Gonzalez.

You use all the technology you want, but at the end of the day, humans are hiring humans. That final decision is the person-to-person decision, he says.

That means if an A.I. cover letter isnt truthful or doesnt sound like you, career coach Goredema says, it might catch up to you during the interview process, where a gap between how you present yourself and how you actually talk appears.

But for now, robots are meeting job candidates at the door, and its okay to say hi to them with your own generated A.I. greetingspersonalized, of course. 

Or, technically speaking, my biological age. Compared to chronological age, bio-age may better reflect how well your body is resisting Father Time. Bio-age is based on chemical marks, or epigenetic changes, that affect how genes are expressed. Because epigenetic changes accumulate over time, they may show how fast were aging. In recent years, scientists have used machine learning and algorithms to identify which epigenetic changes reveal the most about the aging process.

Many companies offer bio-age tests. But Elysiums, called Index, caught my eye because it provides specific bio-ages for the heart, brain, kidneys, and six other bodily systems, which age at different rates. Index was developed by Elysium with epigenetics expert Morgan Levine and benefits from new technology that looks at many more sites of epigenetic changes, says CEO Eric Marcotulli. We think its more precise and reproducible than any other clocks out there, he tells Fortune.

That includes Elysiums previous version of Index, which offered one overall age, not specific system ages. I took it back in 2020, getting a bio-age four years younger than my actual age. That result seemed to reflect my nutritious food choices and regular tennis game; diet and exercise are keys to healthy aging.

But a big factor has changed since 2020: Ive switched my line of work from policymaking to editing and writing, roles that give me a greater sense of purpose but also inspire longer, more grueling work. How has having more purpose and more stress at work affected my bio-age? 

Life purpose supports longevity, research shows. Generally, people who are higher in purpose have better walking speeds, grip strength, and lung function as they age, says Angelina Sutin, a Florida State psychologist who studies well-being across lifespans.

On the other hand, striving for perfection at ones vocation can cause lots of stress, which is ruinous for health. In an old policy job, when my boss assigned a task, sometimes hed recommend, apologetically, Dont kill yourself on this. I happily complied. These days, though, I take fewer shortcuts, frequently working late into the evening. Then I flip on the Tennis Channel for an hour of recuperative vegetation before bed.

Theres a lot of evidence to support that stress increases your pace of aging, Sutin says. But purposeful stress is unique, she explains. With some notable exceptions, people who are high in purpose handle their stress better. Thats partly because they view it as necessary to an important goal, Sutin says. Stressors become unbearable when we cant control or find meaning in themlike childhood abusedriving faster epigenetic aging.

Stress isnt the only consideration. Highly driven people with desk jobs, such as myself, sit with their computers all day, which could harm health more than smoking. Based on her research, though, Sutin thinks many dedicated workers arent so sedentary after all. People who are purposeful need a certain amount of activity to get things done, she says.

In my case, Index would provide the final word. Or maybe not. Epigenetic tests have measurement errors, says Daniel Belsky, a Columbia University epidemiologist. In big groups, these tests are useful to track how lifestyle changes, like caloric restriction, impact aging; the margin of error becomes less important when spread among thousands of people. But we dont know if any of these measures are ready for individual level analysis, Belsky says.

Hes developed one such measure, DunedinPACE, which draws from research on over 1,000 people born in the late 1970s, looking closely at how their bodies have aged over time. Do you get some information out of it? Probably, Belskey says. Tests such as Dunedin and Levines [measures] have much lower technical error than several others. But all of these tests share the same limitation for use in individuals.

Research on Indexs new technology has been published in Nature Aging, and Marcotulli says its age measurements are n of 1 accurate and actionablecorrect and useful for any given person, not just across groups. Index uses the sites of epigenetic changes that correspond to the most relevant blood measures for each of the nine systems, such as ALT for the liver, explains Leonard Guarente, an MIT biologist and Elysiums chief scientist and co-founder. Because these blood measures are affected by our daily habits, each Index number will link to a health status that can be changed and influenced by lifestyle, Guarente says.

The nine systems dont cover everything; future versions of Index will capture more aspects of aging, and thats where were starting to get into personalized medicine, Marcotulli says.

When I got my results, my overall biological age was lower than my actual age, as in 2020. But a few of my system ages were higher, such as my hormone system, including glands like the thyroid and pancreas.

These glands are affected byyou guessed itstress. Instead of searching for easier jobs to get on track for super-aging, I asked my seven-year-old for guidance. He often sees things more clearly than I do. Maybe work is more important to you than living a long time, he tells me.

Maybe, but Im not ready to accept the either/or proposition. In that spirit, here are expert tips to mitigate work stress for healthy aging:

Cultivate optimism. People who are optimistic, either by nature or as a developed trait, tend to live longer, according to research by Lewina Lee, a Boston University psychologist. They have more flexible cardiovascular acute stress response profiles, Lee says.

A new study led by Harvard researchers finds that optimistic people have epigenetic changes linked to lower risk ofage-related diseases. Try looking on the bright side at work. It could go a long way.

Achieve optimal stress. Its key to identify optimal stress levels, Sutin says. According to the Yerkes Dodson law, each individual has an ideal amount of pressure that brings out their best work. Pushing past that threshold causes excess anxiety, undermining performance.

You can manage work stress by enjoying meditation, mini rest breaks, and vacations. Lee suggested another strategy: practice hormesis, purposely exposing yourself to stressors, such as freezing cold showers, to strengthen your stress response.

Self-assess. Besides bio-age, other measures of age-related health and stress are supported by decades of research, Belsky says. One hallmark of aging, inflammation, is revealed through common blood tests of c-reactive protein. Inflammation is one of Indexs nine systems, with epigenetic age tracking to data from blood tests, but the underlying numbers can also be informative.

Then theres blood pressure, glycated hemoglobin, lung function measurements, etcthe list goes on, and it gets complicated. Together, these measures comprise a pretty good toolkit but tend to require a great deal of expertise to interpret, Belsky says.

More accessible is heart rate variability, which reflects stress when measured through affordable sensors. When work stress drops my HRV, I take more mini-breaks.Among these other measures, bio-age is one thing to keep in mind. With more data, these tests will keep improving, and well learn more about their accuracy in individuals, Belsky says. Until then, dont shy away from highly meaningful work. If pursued in the right way, your vocation could add years of healthy living.