YAHOO POLL: Would you date someone shorter than you?
Match Group CEO Spencer Rascoff took over in February and he's vowed to make major changes to Tinder to make it more appealing to Gen Z who associate it with hook-up culture.
Rascoff may be working to change that reputation but the app is currently testing a pretty superficial feature: height.
Users started noticing a height 'filter' in the app last month. Then the news really blew up on the internet when a Redditor posted about it on 29 May. Short men were not happy. "It's over for short men. What are they going to do now?' one person wrote on social media platform X.
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However, the feature is for premium users at the moment and is being positioned as a paid suggestion for the algorithm rather than a tool to completely block users of a certain height.
'We're always listening to what matters most to our Tinder users – and testing the paid height preference is a great example of how we're building with urgency, clarity, and focus,' a Tinder spokesperson said.
Height discrimination is real on dating apps but it actually works both ways.
A study found that short men routinely add a few inches to their height in their profiles to make themselves more appealing while a 5 ft 4 woman gets 60 more contacts each year than a 6ft woman.
So we want to know: Would you date someone shorter than you?
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CNN
3 hours ago
- CNN
You can pay Tinder to find matches of a certain height. But why do we care so much?
In her Tinder bio, Natasha Burns would tantalize potential matches with a few words: 'Probably taller than you.' Men readily slid into the model's DMs ready to compare heights. When they found out she was 6 feet, 5 inches tall, though, many of them balked. 'I found most men would be okay with me in the setting of their own home or hanging out without people around,' she said. 'When it's seen publicly, it's a little bit more humiliating, I guess.' Burns is 6 inches taller than her now-husband, whom she met on Tinder. But if either of them had been able to filter their potential matches by height, it's possible the two would have written each other off based on measurements alone. Tinder is testing a feature that lets paying users set height preferences for potential partners, with the goal of matching singles whose desired height ranges align. Other dating apps already offer versions of this setting. Single men on the shorter side almost immediately condemned the test setting: Surely, women would use it to filter them out completely, they protested. The filter doesn't quite work that way — a Tinder spokesperson said the height setting won't block singles from being seen by users with different preferences — but it will influence the recommendations the app makes. 'We're always listening to what matters most to our Tinder users — and testing the paid height preference is a great example of how we're building with urgency, clarity, and focus,' Phil Price Fry, Tinder's vice president of communications, told CNN in a statement. A potential partner's height really is that important to many singles on the digital prowl. Research shows that heterosexual women prefer to date taller men, while men commonly report seeking women who are shorter than them. But dating apps have likely exacerbated our well-studied fixation on height in a potential partner, said Liesel Sharabi, an associate professor at Arizona State University who studies how online dating affects modern love. 'They're seeing people as their height,' she said of dating app users. 'They're seeing the ability to filter it, so suddenly height becomes salient in a way that it wasn't before. In doing that, the dating apps are telling you what you should be prioritizing.' Knowing what you like in a potential partner is important, she said. But the narrower your idea of the perfect match becomes, the harder it can be to find them in real life. Most dating apps allow (paying, premium) users to filter for their ideal match. They can set their desired age range, political affiliation, substance use, even intentions for using the app — are they looking for short-term fun or a love that lasts? Other apps have introduced similar height filters (though Tinder remains the most popular among them — at least 14% of American adults have used it, per Pew Research Center). But even before users could specify that they're looking for a guy in finance, trust fund, 6-foot-5, blue eyes, many singles felt 'compelled to put (height) in their profile,' Sharabi said. 'Maybe they think that it's something that's going to make them especially attractive,' she said. 'Then other people see it and feel like, 'oh, I should be putting this in my profile, too.'' The height obsession often leads to deception, she said, and filters might even 'encourage' some singles to fudge their heights so they appear in front of more users. 'They might think, 'What's an inch? No one's gonna notice that,'' she said. 'People feel like they don't have any other choice.' Well-meaning shorter men won't be filtered out completely through the new Tinder feature — the popular TikToker iPadTinderGirl set her height filter between 6 feet and 7 feet, 11 inches, and the first user she encountered after that was still under 6 feet tall. 'It's not a guarantee that these people aren't going to get shown to you, but at the same time, you're nudging the algorithm in a certain direction, right?' Sharabi said. Though the conversation around dating app discrimination can quickly slide, among some aggrieved singles, into misogynistic territory, shorter men are likely at a disadvantage on the apps, Sharabi said. A 2013 study found that a partner's height matters more strongly to straight women than it does to men (though men have been shown to prefer shorter partners, natch). There are also typically more men on dating apps than women — Pew found that 50% of men in 2022 reported having used dating apps in the last year compared to 37% of women — so women are able to be more discerning, Sharabi said. It isn't only the 'short kings' that Sharabi worries about. Tall women could find themselves facing fewer matches with height filters, she said. 'I don't know why society has to perceive 'feminine' as being petite,' Burns said. 'I feel very feminine as a super tall woman.' There's nothing inherently wrong with preferring tall men as a short woman, or vice versa, Sharabi said — we like what we like. But those preferences are at least subconsciously influenced by society's perceived norms of dainty women and strong, dominant men. 'We tend to equate height with things like power and status,' she said. '(Height preferences) are coming from some of these pretty highly gendered expectations that we have for what our relationship dynamics should look like.' Dating biases are easier to disregard when two people meet offline and just click. But filters allow us to act on those biases before giving a chance to anyone who doesn't meet our requirements, Sharabi said. 'Filters remove a little bit of that serendipity,' she said. Before meeting someone through online dating became de rigueur, the apps were designed to be 'equalizers' that could connect singles in thin dating markets with a galaxy of potential matches, she said. Now, filtering has made it easy to search for a hyper-specific, ideal match — not so easy, though, to find them. 'People come into it with a wishlist of things they're looking for,' she said. 'And at a certain point, it almost becomes like you're shopping.' Twitch streamer Charlie Schroeder enraged many users when she weighed in on the 'wishlist' element on X: 'Not to side with the men here, but why do women 5'3' and under have such strong preferences for men 6ft+. you are a hobbit, 5'8' is tall enough. you can't even tell when your 5'8' boyfriend is lying about being 6'0' because you're so short.' Hobbits aside, Schroeder said she's noticed the '6-foot fixation' has only become more pronounced among single women she knows through the ubiquity of dating apps. 'People kind of become metrics on dating apps,' Schroeder told CNN. 'They're a set of data that you try to figure out if you're attracted to. A random number — 6 feet — became important because it signaled something -– attractiveness, masculinity.' Focusing on an arbitrary measurement, she said, might 'foreclose some potential relationships,' she said. '(Height) says nothing,' she said. 'It doesn't indicate anything about your ability to truly connect with someone.' Schroeder and Burns both said height doesn't matter to them in a prospective partner — Schroeder, who has given up on using Tinder, tends to date shorter guys and taller women almost accidentally, she said. Burns is happily married to a shorter man who doesn't mind that his wife has several inches on him. Dating apps may incentivize pickiness — and certainly, filters help users avoid matching with someone whose politics or lifestyles are incompatible — but singles who want to improve their chances of finding someone kind, who makes them laugh and shares their interests, might consider putting a little less emphasis on how tall that person is. 'People who are judging compatibility based on height might just miss out on some really great people for things that they wouldn't notice if they were to meet them,' Sharabi said.
Yahoo
10 hours ago
- Yahoo
Why Are Gen-Z and Millennial Workers Obsessed With 'Soft Skills' in the Workplace?
In today's rapidly evolving workplace, dominated by advancements in generative AI, a consensus has emerged among younger workers: soft skills—such as empathy, communication, and leadership—are more important for career advancement than purely technical expertise. Deloitte's recent Gen Z and Millennial survey, which includes feedback from 23,000-plus such workers from around the world, reveals that more than eight in 10 young professionals believe these human qualities are essential to stand out and thrive, while only six in 10 believe that generative AI skills are somewhat or highly required. What's behind these numbers? As Elizabeth Faber, Deloitte Global Chief People & Purpose Officer, points out, 'In the age of GenAI, it's the human element that sets professionals apart … Soft skills are the bridge between human and machine, helping individuals navigate complex problems, collaborate across diverse teams, and lead with authenticity in increasingly dynamic environments.' This perspective resonates deeply with Sonali Karmarkar, the 31-year-old Head of Content and Community for YouTube Shopping. Karmarkar emphasizes that 'soft skills are inimitable—they are very difficult to teach yet are so crucial in the professional world.' For her, these skills 'enable one to connect with coworkers, business partners, and direct reports,' shaping how people influence and elevate projects beyond technical know-how. New York City-based career coach Eliana Goldstein echoes this sentiment, noting that while AI is 'infiltrating so many workplaces' and causing concern among many, 'there are people who have fear and concern around [if they'll be] replaced by AI. And if so, when is that going to happen? What do I do about it?' However, Goldstein stresses a reframing of this fear into opportunity: 'Once you plant those seeds, then people do genuinely start to feel that excitement of, oh, this is a really exciting opportunity for me right now; how do I capitalize on it?" According to Deloitte's survey, more than half of Gen Z and millennial workers are already integrating generative AI into their daily tasks—from brainstorming ideas and content creation to data analysis and project management. Yet many recognize AI as a complement, not a substitute, for soft skills. Valerie Chapman, a 26-year-old AI and technology creator, highlights how AI has transformed her work: 'AI has enabled me to scale my outreach, establish myself clearly as a subject matter expert, and amplify my voice in ways previously unimaginable.' However, she stresses that 'AI complements [soft skills] beautifully, allowing us to amplify our voices and share our stories more effectively.' For Chapman, the intersection of AI and soft skills holds promise, especially for historically underserved groups like women, helping them build confidence and advocate for themselves. Goldstein adds that while many believe AI to be intuitive, 'people are definitely still under utilizing it' She continues, 'It's not necessarily that people need tactical training on it; it's more so just about rethinking how they're using it.' She points out common uses such as helping to make emails more polished or aiding in the crafting of sales pitches, emphasizing AI's broad applicability across industries. At the same time, Briana Henry, a 34-year-old Senior Technical Engineer at Namaste Solar Electric, provides a cautionary note. She admits, 'I constantly forget that AI exists' in her highly technical and safety-critical role, where reliance on AI is limited by liability and trust concerns. Henry worries that over-reliance on AI could stunt creative problem-solving and diminish essential hard skills, underscoring that 'people need to have the knowledge and ability to at least review AI results for correctness.' The sentiment that soft skills are increasingly vital is echoed in how younger workers view career advancement. Karmarkar explains, 'Especially as one gets to a more senior level, these intangibles are what set people apart, since technical skill level becomes the baseline.' She sees soft skills as critical for motivating teams, coaching individuals, and adapting in ways technology cannot replicate. Goldstein reinforces this view, highlighting that while technical skills are 'incredibly important,' anybody can learn them through courses or training. In contrast, she explains, 'it is much more difficult to learn soft skills. Either communication just comes naturally to you, or it's incredibly hard, whether because you get nervous talking in front of people or other reasons.' She stresses the irreplaceable role soft skills play alongside AI: 'The human is the one communicating to other teams and leveraging the soft skills they have in order to disseminate AI across an organization or team.' Henry has witnessed this firsthand through her leadership experience. 'I have held leadership positions where I made decisions on hiring or punitive action in the past, and I have seen time and again where people with the soft skills required for the job have excelled and the reason people have required punitive action is because of the lack of their soft skills,' she shares. Chapman adds that in a landscape flooded with AI-generated content, 'genuine human connection and emotional intelligence become incredibly rare and valuable.' For her, the soft skills of storytelling, empathy, and communication are 'the heart of how we connect with technology,' especially for women navigating workplace challenges. While many companies provide some technical training, the development of soft skills often remains optional or undervalued. 'Soft skill trainings are often viewed as 'nice to have' and not mandatory, where employees aren't incentivized for taking time to cultivate their communication,' says Karmarkar. She advocates for mandatory soft skill modules to complement technical training, ensuring workers are fully equipped to collaborate and lead. Goldstein confirms that employer support for soft skills varies widely: 'It depends on leadership. If leadership cares about those things, you'll see it trickle down to the rest of the organization. If not, you won't.' She emphasizes that investing in soft skills will only strengthen workplaces. 'Investing in soft skills will not only help companies be more successful, but it will help in terms of employee retention.' Henry credits her company's cooperative culture for fostering her soft skills, through opportunities in leadership and teamwork: 'Being a co-owner has helped me build my skills with teamwork, communication, problem-solving, leadership, and many other areas of soft skills.' Yet she acknowledges that many companies may lack sufficient support for this development. Chapman, who has built her personal brand publicly, emphasizes self-driven growth: 'I've developed my soft skills by openly sharing my journey on social media… This practice has naturally boosted my confidence, honed my communication skills, and significantly expanded my network.' She warns that without mindful integration of AI, employees might feel anxiety or fear, rather than empowerment, highlighting a critical gap in workplace training. The message from Gen Z and millennial workers is clear: as AI reshapes the technical landscape, the qualities that make us human—our empathy, leadership, and communication—are the true currency of career progression. These skills not only help individuals use technology more effectively but also build authentic connections that machines cannot replicate. Karmarkar sums it up succinctly: 'Soft skills are what will set candidates apart in their ability to use the tech to unlock new solutions, be able to effectively synthesize the information to align to a long-term vision and compellingly communicate to their intended audiences.' In the end, mastering AI is important, but it's the human touch that remains the defining factor in professional success. You Might Also Like 4 Investment-Worthy Skincare Finds From Sephora The 17 Best Retinol Creams Worth Adding to Your Skin Care Routine
Yahoo
12 hours ago
- Yahoo
Affirm Expands Global Footprint: Will It Deliver Sustainable Growth?
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