Teslas surprise decision to slash the price of some of its vehicles by 20% earlier this month is starting to have a ripple effect at other automakers.

Ford, on Monday, announced it would lower the price of its Mustang Mach-E electronic vehicle by an average of $4,500 per car. (Actual reductions will range from $600 to $5,900.)

Thats notably less than the $13,000 discounts Tesla announced on its Model Y earlier this month, but its still a way to spur consumer interest in the relatively new category. And Ford vehicles will still cost considerably less than Model Y base models. In conjunction with the price cut, Ford also said it would increase capacity on the Mach-E line by two-thirds, upping production from 78,000 vehicles per year to 130,000.

While the price cuts could generate new interest in EVs, they will cut into profits for both automakers (and any others who follow suit in the days and weeks to come). Ford did not specify which models would remain profitable after the pricing adjustments.

We are not going to cede ground to anyone, said Marin Gjaja, chief customer officer at Ford Model e in a statement. We are producing more EVs to reduce customer wait times, offering competitive pricing, and working to create an ownership experience that is second to none.

While Tesla customers who recently bought a Model Y were upset by the price cuts, as they paid thousands of dollars more just days earlier and have not been offered any sort of compensation for that, Ford hopes to avoid that backlash. The automaker says anyone who is waiting on a Mach-E or who ordered one after Jan. 1 of this year will receive the adjusted price. The company is also offering special interest rates for buyers.

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Anyone with kids is probably familiar with the following scenario.

First her 5-year-old son had a fever. Then her 2-year-old daughter developed a cough. That left Massachusetts-based Jamie LaDuca spending two weeks caring for her sick kids while also trying to run her business. 

Its chaos, LaDuca tells Fortune, adding she feels like she gets calls from daycare to come pick up her kids when theyre not feeling well much more often than she did pre-pandemic. And that, of course, impacts her work as a co-founder and partner of the boutique public relations firm 143 Communications.

LaDuca is just one of millions of Americans struggling with childcare issuesand those challenges have serious economic ramifications. The lack of adequate childcare for infants and young children across the country is now estimated to cost the U.S. $122 billion annually in lost earnings, productivity, and revenue, according to new research shared exclusively with Fortune by ReadyNation, part of Council for a Strong America, a bipartisan nonprofit focused on education and childcare policy. 

Thats more than double the $57 billion cost that researchers estimated inadequate childcare was costing the country back in 2018, prior to the pandemic, which intensified the issues facing the parents and providers. 

The ongoing childcare crisis and the fallout from COVID-19 pandemic not only poses an economic problem for Americans, these forces are reshaping the landscape for working parents. 

In fact, childcare issues were one of the big reasons LaDuca left her corporate PR job in 2021 to start the firm with a fellow mother of young children. The path of my career if I were still working in my previous job wouldnt be possibleI would have to be in meetings all day, really a slave to other peoples schedules, LaDuca says. I completely changed what I thought my life was always going to be likethat coveted communications corporate rolebecause I was like, This is unsustainable.

Jamie LaDuca and her family curing an apple picking excursion.

Photo courtesy of Jamie LaDuca

Yet even as an entrepreneur, its not easy to juggle childcare issues. Last year, when both of her children came down the COVID-19 and were home for 21 days, LaDuca calculated that the family paid about $6,300 for childcare they didnt usenot to mention the hit to her business output. 

Over the course of the last two weeks, LaDuca says shes definitely seen a loss in her productivity. Im trying to jam-pack all of this work into three hours of nap time in the afternoon and then I get back on later once everyones in bed and settled. It definitely makes it difficult, certainly, to have a business and to grow a business. 

About 51,000 Americans officially missed work last month due to childcare issues. While thats down from the record high of 104,000 childcare absences reported in October 2022, its still above pre-pandemic levels. And its likely an underestimate since that number doesnt include the many parents who cared for their sick kids while working. And then there are the men and women dropping out of the workforce altogether because they cant secure childcare, because its too expensive or not easy to access.

As weve seen in the past four yearsand as the new report showsthe infant-toddler childcare crisis is a problem that is worsening rapidly, says Barry Ford, CEO at the Council for a Strong America. Businesses arent as productive, parents careers can be disrupted or derailed, and, crucially, without high-quality early supports, the next generation becomes less likely to grow up to be successful.

Whos bearing the brunt of the economic cost?

The pandemic fundamentally changed the landscape for working parents, DuLuca says, making childcare far less stable and eliminating many of the safety nets that were available before. Pre-pandemic, if her son got sent home because he had a fever or something like that, LaDuca says could call in backupher mom, her dad, even her sister-in-lawand ask them to help her out. These days, thats not as acceptable. 

Theres a lot more consciousness around keeping people isolated [when theyre sick], LaDuca says. Pre-pandemic, you could have a kid with a cough and send him in [to daycare]. You cant do that anymore.

Having flexibility with work isnt a nicety, its imperative. I am very fortunate, and I realized thatI have been able to make a leap and change the way that my career works and make it kind of fit. But not everybody has that ability, LaDuca says. 

These challenges have an economic cost. Families, unsurprisingly, are hit hardest by the lack of affordable, quality childcare. Annually, parents lose approximately $78 billion in the form of forgone wages and decreased productivity, according to the report. 

But its not just working parents who are affectedor even childcare providers. Employers are losing $23 billion annually in the form of reduced revenues and inflated recruiting costs to replace parents exiting the workforce. Those costs have also risen steadily from the $12.7 billion reported in 2018. That lack of childcare not only suppresses workforce productivity, but it keeps many parents out of the workforce and drives up competition for new hires.

Even those without children or with adult children are impacted by the childcare crisis, the report finds. Taxpayers of all stripes lose an estimated $21 billion per year due to lower federal, state, and local tax revenue. 

Why is the cost rising so rapidly and where does it go from here? 

The dramatic rise in the economic burden of the childcare crisis can be attributed to the fact that the issues facing this sector are much more widespread and severe than they were four years ago, says Sandra Bishop, author of the report and chief research officer at the Council for a Strong America. A combination of COVID-19 and insufficient policy action have now significantly worsened the infant-toddler childcare crisis, Bishop tells Fortune. 

Parents, for example, reported childcare problems caused them to be fired nearly three times more often in 2022 than in 2018, according to Bishop. Additionally, the percentage of parents experiencing some type of negative impact on their career due to insufficient childcaresuch as being late for work, reducing work hours, and turning down a promotionis higher now than reported pre-pandemic. 

In addition to the stress the pandemic put on the existing childcare system, other factors like high inflation and the Great Resignation also play a role. During the pandemic, for example, female labor force participation dropped significantly more than that of males, and lack of childcare was an important driver of women exiting the workforce, Bishop says. 

About 16% of the U.S. workforce, roughly 26.8 million people, rely on childcare to allow them to work. Yet a major part of the issue is that the supply has not kept pace with demandand pandemic closures of childcare centers and in-home providers have made things worse. 

In total, about 12.3 million children in the U.S. have working parents, but theres only about 8.7 million licensed childcare slots available, according to Child Care Aware of Americas latest report: The Year in Child Care: 2021 Data, Analysis and Recommendations. That leaves a potential gap of about 3.6 million slots. 

Jamie LaDuca and her family

Photo courtesy of Jamie LaDuca

For both of her kids, LaDuca says she called daycares to get a spot for them before she even told her parents she was pregnant. And with her son, even that wasnt enough notice. He was put on a waitlist and couldnt start daycare until he was five months old. It's even worse now, LaDuca acknowledges. 

This scarcity means that costwhich has always been a major hurdleis an even bigger burden now for families. On average, the annual cost for childcare nationwide is approximately $10,600 per child, according to Child Care Aware. To secure childcare in Massachusettsone of the most expensive states for the serviceLaDuca says she currently allocates about 40% of her salary directly to daycare costs. When she and her husband were discussing having a second child, cost was a major consideration. We asked ourselves: How are we going to make an extra $20,000 a year to put this kid in daycare? she says. 

He wants to work. I want to work. We both worked hard for our careers, LaDuca says, adding stepping out of the workforce wasnt an option either wanted to do. Their solution? They turned a small apartment on their property into a vacation rental on Airbnb and that helps pay for one kid in daycare per year. 

Yet even as parents come up with creative solutions, the challenges facing Americans with infants and toddlers arent going away any time soonand theyre difficult to plan for. We can talk about it and say, yep, it's hard. But until you're in it, you really don't get it, LaDuca says. The reality is that for the foreseeable future, this is definitely one of the things that's just going to be hard.

But while families have to be practical and find solutions in the midst of the chaos, Bishop says that policymakers and experts need to understand and prepare for the long-term consequences of a childcare crisis with no end in sight. 

"These economic costs occur every year a child is under age 3for each successive cohort of children, Bishop says. Unless we strengthen the countrys fragile childcare infrastructure, the long-term economic losses will grow for each new birth cohort.

A former Google executive has been fired after he rejected advances from a senior female member of staff, the male executive claims in a lawsuit. 

Ryan Olohan said he was groped by Tiffany Miller at an upmarket Manhattan restaurant in December 2019, alleging that she told him she knew he liked Asian women, which she is, and that her marriage lacked spice. 

Miller, who is the director of Googles programmatic media, reportedly complemented Olohans physique and touched his torso while they were at Fig & Olive during a company get-together, per a report by New York Post. 

Following the incident, Olohan, a married father of seven, was promoted to managing director of food, beverages and restaurants and joined a team that included Miller. 

The former exec said he was wary of bringing up the incident to his colleagues at first because several of them were drunk at the time and when he did, they dismissed Millers advances as Tiffany being Tiffany, according to the lawsuit, filed on Nov. 30. 

Olohan, 48, then took his concerns to human resources, which did not take any action. The lawsuit stated that a representative from the department openly admittedthat if the complaint was in reverse a female accusing a white male of harassment the complaint would certainly be escalated.

Instead, Olohan claims that Miller retaliated following his complaint and reported him to HR for unspecified microaggressions. 

Google did not immediately reply to Fortunes request for comment, but a spokesman for Miller denied the accusations against his client, telling the New York Post: This lawsuit is a fictional account of events filled with numerous falsehoods, fabricated by a disgruntled ex-employee, who was senior to Ms. Miller at Google.

Ms. Miller never made any advance toward Mr. Olohan, which witnesses can readily corroborate.

Repeated harassment

Two years after the first incident, Miller allegedly reprimanded Olohan while drunk at a Google event in December 2021 a situation that escalated to the extent that colleagues recommended she sit at the other end of the table. 

Miller did apologize, the lawsuit states, but although Google was aware that Millers continued harassment of Olohan stemmed from his rejection of her sexual advances, it again took no action.

A further incident occurred in April 2022 during a company social event at a Karaoke bar, when Miller once again verbally attacked Olohan while drunk, mocking him and reiterating that she knew he had a preference for Asian women with the prior knowledge that his wife is Asian. 

Olohan said he felt increasingly under pressure; his supervisor told him there were obviously too many white guys on his management team and in July he was allegedly encouraged to fire a male employee so they could be replaced by a woman. 

Olohan was then fired by Google in August, after hed spent 16 years at the company, for not being inclusive. He claims that Googles Employee Investigations Team said hed expressed favoritism towards high-performing employees, and that he was ableist because hed made comments on colleagues walking pace. 

The lawsuit accuses both Google and Miller of discrimination, retaliation, and fostering a hostile work environment. 

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Australian authorities and mining giants Rio Tinto are scrambling to find a small radioactive capsule lost somewhere along a near-900 mile stretch of road in the outback.

The casing of the capsule contains Caesium-137 a substance that researchers have found has a lifespan of more than three decades.

According to the U.S. Centre for Disease Control and Prevention it can cause burns, acute radiation sickness, and even death. Exposure to Cs-137 can also increase the risk of cancer due to high-energy gamma radiation. 

How was it lost?

The piece is a density gauge used by Rio Tinto and was collected from its Gudai-Darri mine on Jan. 12.

It was reported missing on Jan. 25 when its package was opened at a secure storage facility and pieces that had been packed were not found inside. Authorities fear it was lost in transportation somewhere on the 870-mile stretch from north of Newman to the north-eastern suburbs of Perth.

Further fears have been raised that the item, which is 6 mm by 8 mm in size, has been caught in the tires of passing vehicles and could have been taken off track.

Australias Department of Fire and Emergency Services (DFES) notice online reads: DFES and radiation specialists are searching along Great Northern Highway by driving north and south directions at slow speeds. Take care when approaching and use caution when overtaking.

Public warned to stay away from the device

The DFES is being aided in its search by Rio Tinto itself, which has apologized for the loss and has said it is taking the incident very seriously.

In a statement to Fortune, the companys iron ore CEO, Simon Trott, said: Our priority, as always, is the safety of our communities, our employees, and contractors, and I encourage everyone in the community to follow the advice issued by the Chief Health Officer and DFES.

Dr Andrew Robertson, chief health officer and radiological council chair in the Western Australia Department of Health has warned people if they see the device to stay away from it and keep others away from it too.

He added exposure to trace quantities of the metal is like receiving 10 X-rays in an hour, continuing: Do not touch or pick it up. The public is asked to report it immediately by calling 13 DFES (13 33 37).

If you have touched the material, or have been close to it for an extended period, contact your local health practitioner or visit a hospital emergency department and tell them that you think you may have been exposed to radioactive material.

If you are very close to the material or touching it, the radiation risk increases immensely and could cause serious damage to your health, including causing radiation burns to the skin.

What was it being used for?

The capsule which is round and silver was being used at the Gudai-Darri mine site in the Pilbara region of Western Australia to measure the density of iron ore feed in the crushing circuit of the fixed plant. 

It is one of many substances that is routinely stored and transported by the company, which said it had both legal responsibilities and internal standards and procedures to prevent such issues.

Trott added: Rio Tinto engaged a third-party contractor, with appropriate expertise and certification, to safely package the device in preparation for transport off-site ahead of receipt at their facility in Perth. Prior to the device leaving the site, a Geiger counter was used to confirm the presence of the capsule inside the package.  

As well as fully supporting the relevant authorities, we have launched our own investigation to understand how the capsule was lost in transit. As part of this investigation we are working closely with the contractor to better understand what went wrong in this instance.  

We have offered our full and ongoing support to authorities in the search for the missing device. We have completed radiological surveys of all areas on site where the device had been, and surveyed roads within the mine site as well as the access road leading away from the Gudai-Darri mine site. 

What should you do if you find the radioactive capsule?

The advice from DFES adds that those who may encounter the piece should stay at least five meters away from it and should not attempt to transport it by putting it in a bag or a car.

It said it was notified by Western Australia (WA) Police on Jan. 25 that the gauge was broken apart with one of the four mounting bolts missing. The source itself and all the screws on the gauge were also missing.

The body added it was working with the Department of Health, WA Police and Commonwealth Government agencies that specialize in radiation detection.

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Picture this: Youre on a date and you both tick each others boxes. Theres no bad breath or rudeness in sight, and the chemistry is clearly there.

But soon after that awkward conversation around money, things start to fizzle. There are many things that will determine whether a date goes on to become a life partner, and according to new research, finance is a key factor. 

More specifically, personal loans, credit card debt and a lack of financial literacy, topped the list of financial dealbreakers when considering a future with a love interest.

Western & Southern Financial Group surveyed over 1,000 married Americans to find out how money issues can make or break a relationship.

Top financial turn-offs for men and women

If you recently got your car, clothes or holiday on finance, you could be sabotaging your chances of finding love.

According to the report, personal debt is the biggest financial turn-off among both men and women. 

This was a particular bugbear among baby boomers (born 1955-1964) and Gen Xers (born 1965-1980).

Meanwhile, millennials (born 1981-1996) and Gen Zers (born 1997-2004), are more forgiving of those taking out loans. 

This is perhaps unsurprising, given that younger generations have to take on more debt than their elders, as the cost of living and studying has steadily increased.  

Interestingly, the second biggest financial turn-off differed for men and women. 

31% of women found irresponsible spending a dealbreaker, whereas financial illiteracy was a bigger issue for 28% of men and Gen Z agree.

Gen Z want dates to be brushed up on finances

The generation that has grown up with all the information they could need at their fingertips isnt forgiving of not understanding financial management. In fact, the survey shows that they voted this as their top turn-off.

Credit card debt ranked third in the top turn-offs for men and women, but it was the biggest red flag for millennials. 

Bad news for those earning less than $29,878; This was the minimum, that respondents said they want a partner to make.

Fortunately for most, this is well below the median annual salary in the U.S., which is $37,522 according to 2021 data from the U.S. Census Bureau.

And although student loans werent a top deal-breaker for any generation or gender surveyed, respondents said that they wouldnt date someone with more than $28,076 in student debt loans.

Men are a little more forgiving of debt than women, the survey showed. For men, $31,179 was a deal-breaking amount of debt. For women, it was $22,901. 

But these expectations, dont meet reality. The average amount of student loan debt someone with a bachelors degree has is $37,574, according to data from Education Data Initiative.

When is the right time in a relationship to bring up money? 

Talking about money is awkward. Its why many people often put it off especially those who are not frugal or savvy when it comes to spending.

But ultimately itll save a lot of friction down the line, with finance a leading cause of strain in a relationship. 

Almost 40% of the couples surveyed said that they argue about spending habits. Meanwhile, couples who fought the most frequently argued about salary and saving strategies. 

This probably could have been avoided, had they known the state of each others finances before marriage. 

Its why the report recommends couples have critical money conversations, before tying the knot to avoid heartbreak later down the line. 

Worryingly, one in three of the couples surveyed admitted that they didnt talk about finances until after marriage.

Older respondents were less likely to discuss finance while dating.

While 13% of those surveyed talked about salary in the first month of a relationship, almost a third of baby boomers (the youngest of whom are 58 years old) waited until after marriage.

By contrast, over 10% of millennials discussed their debt before even confessing I love you to their prospective significant other. 

The money conversations that married couples wish they had sooner

Over a third of the couples surveyed regretted not discussing salary sooner. 

Respondents also wished theyd talked about investments, saving goals, and spending habits sooner; they ranked this as more important than early conversations around buying a house together or splitting bills.

Before getting married, couples didnt talk much about finances. But afterward, conversations around investments, joint checking, and retirement savings started picking up steam, the report says.

Now that theyre married, couples might feel they have all the time in the world to tackle these topics. But in reality, you might regret it if you wait too long to go over these things together, it adds. 

It also advises getting rid of any red flags, by clearing credit card debt for example, and becoming financially literate before embarking on finding the one. This way youll be less likely to be thrown off by conversations around money on a date. 

In the long-term, as dates evolve into a relationship or even marriage, the more informed you are, the less likely those chats will become quarrels.

Active support of traditionally underrepresented groups (such as women, and members of the BIPOC, LBGTQ+, and disability communities), particularly by members of what is referred to as dominant social groups (such as men and white people), is on the rise. 

Although presently only 19% of workplace diversity, equity, and inclusion (DEI) programs currently include allyship training, HR professionals are increasingly seeking to develop this key competency among employees. 

Encouraging allyship is a worthy goal. My recent research shows that members of dominant social groups who enjoy greater power and privilege play a critical role in helping marginalized individuals gain support for their concerns. 

The backing of dominant group members can render DEI issues seemingly more credible or legitimate, and thus worthy of support, resources, and attention from higher-ups. Moreover, without the support of dominant group allies, members of traditionally marginalized groups can encounter cynicism and lower support when protesting DEI issues, as theyre seen as being purely self-interested.

At the same time, that very same power of dominant group members that helps them bring attention to DEI issues can also undermine the extent to which they are seen as effective allies. For instance, male allies who try to exert a lot of influence in workplace advocacy groups created to advance womens cause can encounter negative attitudes.

There are several reasons for this. For one, dominant group members can be seen as lacking standing to protest an issue that is not viewed as their own. They can also face suspicions about whether their allyship reflects genuine concern for the well-being of minority group members, or is merely performative.

Additionally, the psychological experience of power can insulate dominant group members from an authentic understanding of the perspectives of marginalized individuals. Although in more benign cases this can lead to small and potentially humorous faux pas, in some cases, it can lead to offers of help and advice that are patronizing and display inadvertently prejudiced attitudes.

Altogether, this creates what the Dartmouth College and University of Pennsylvania researchers describe as a power paradox. Power affords allies unique opportunities to champion change, but also creates obstacles to their being seen as trustworthy.

What can dominant group members do to engage more effectively as allies?

The researchers found that the answer lies in allies ability to demonstrate humility when getting involved. For instance, allies can demonstrate openness to understanding their own shortcomings and blind spots by seeking advice from marginalized group members about how best to help, rather than making assumptions. 

Allies can also use their structural power to amplify the voices of marginalized group members while playing a more subordinate role in joint presentations and meetings. Allies can further demonstrate their willingness to learn and course-correct from mistakes, by requesting marginalized group members for feedback and advice after instances of helping.

Together, these actions can enable allies to stay in the game when it comes to showing supportand avoid coming across as uninformed and overbearing. 

Its important to note that while theres much to be gained from allies demonstration of humility, openness to others ideas and opinions is a two-way street. Discussions about how to advance equity and inclusion are unlikely to be effective in absence of a psychologically safe environment where well-intentioned allies can expect to be met with sensitivity and compassion in return.

Doing the work requires taking interpersonal risks, and not everyone gets it right the first time. In an increasingly divided world, there is also too much at stakejobs, reputations, and most importantly, the continual development of interpersonal understandingto reflexively dismiss those who occasionally trip up when genuinely seeking to get involved.

Moving DEI issues forward entails patience and openness from everyone. To encourage allyship at work, it might be better to create an environment where people can fail rather than be too scared to help.

Insiya Hussain is an assistant professor of management at the University of Texas at Austin and a Public Voices Fellow through The OpEd Project.

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.

More must-read commentary published by Fortune:

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The United States economy has but one solution to escape the tightening grip of a wage-price spiral: more layoffs. 

Unemployment must rise, potentially by another two to three percentage points, for there to be hope the cycle can be broken, according to a former Walmart executive, or the alternative is out-of-control inflation that will hurt every single American.

Its crazy right now, said Bill Simon, the former CEO of the retailers core U.S. operations from 2010 to 2014, speaking on Fox & Friends Weekend. Were stuck in this loop of wage inflation, product inflation, cost inflation and [] that cycle keeps going. 

Simon described the recent wave of layoffs, which started in the tech industry before slowly expanding outward, as little more than the unfortunate byproduct of the Fed hiking interest ratesnecessary medicine for an overheating economy, according to Simon.

The ex-Walmart executive cited his own former employer as a prime example of the inflation building up in the pipeline, after the bricks-and-mortar retailer raised its minimum wage by 17% to $14 an hour. 

What Walmart pays its staff is of national relevance, since the company with a nearly $400 billion market cap employs 1.7 million people across the U.S., more than any other company in the country.

Other recent deals were even more egregious, Simon warned. This cornucopia of pay increases has subsequently offset downward pricing pressures from the recent wave of layoffs that might have otherwise acted as a circuit breaker. 

Simon said nothing was therefore more crucial in 2023 than ending the positive feedback loop of higher prices feeding higher pay demands that then result in even higher prices and hence keep the cycle going.

Wall Street no longer fears the Fed

We have to get this inflation under control. Another year of high single-digit, low double-digit inflation and were going to be in a world of hurt, he said, because inflation hurts 100% of the populationa recession might hurt two to three percent that have lost their job.

The stark comments clash greatly with the renewed bullish animal spirits on Wall Street, which already appears to have moved on from last years number one topic in the belief the Fed has successfully stuffed the inflation genie back into its bottle. More and more market participants believe growing deflationary headwinds will force Fed chair Jay Powell to pivot to an easing bias in the course of 2023, which should boost equity valuations.

Consequently, ever since December drew to a close investors have been piling back into the risk-on trades, those that favored the most speculative growth stocks prior to last years Fed rate hike program. 

Electric vehicle manufacturer Tesla, for example, has already gained two thirds in value since the start of this year. And while that may sound impressive, it pails in comparison to the share performance of Michael Saylors Microstrategy: the company that essentially trades as a levered bet on the spot price of Bitcoin has surged 78% so far this month. Even Cathie Woods ARK Innovation exchange traded fund enjoyed a 33% year-to-date surge after slumping to five-year lows.

By comparison, the Nasdaq Composite, a broader index of tech names, is up just 12%, while the more defensively minded S&P 500 has gained only 6% with due to weak performances from megacaps like JPMorgan. 

Much more evidence of the prevailing macroeconomic outlook and trends in consumer and producer prices could come this week, however. Not only does earnings season kick into high gear with Meta, Apple, Alphabet and Amazon all publishing results, but Powell is set to brief reporters on Wednesday, when he is expected to hike rates by 25 basis points.

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